Org health is determined by the eNPS and the heatmap helps you to understand the reason behind your eNPS.c There are 14 themes in the heatmap distributed across 4 different boxes (Org Principles, Processes, Practices, People) and you can deep-dive under each theme to peel more insights across different departments & managers.

Accessing org heatmap

10xPeople tool allows Super HRs and leaders who have been granted access of eNPS survey report to view and understand the org health heatmap to help improve their eNPS.

To view the org health heatmap:

Step 1: Go to the Reports section in the dashboard.

For Super HRs:

By default, the reports section of eNPS for Super HRs displays the org health heatmap for the entire org.

For managers:

The report section displays the org health heatmap for the manager's respective org only, which also includes heatmaps for other managers falling under their hierarchy.

Understanding an org health heatmap

To make your life easier, we have added three things against a theme:

1. Colors (Green, Amber, Red): To quickly identify the strengths & development areas of your org

   1. Themes in green are your org's core strength

   2. Themes in amber are the areas where you need improvement. Callout areas where employees are saying we can improve

   3. Themes in red are the fix immediately areas for your org

2. Significance (thunder icon): Themes with a thunder icon are the most important themes for your org eNPS. These themes are more likely to have the biggest impact on eNPS. This helps you to go beyond the high and low-scoring themes. This also helps you in prioritizing the most impactful areas in action planning. Let's understand how significant themes are determined.

3. Benchmark (Q4 - top, Q3, Q2, Q1 - bottom): Benchmark helps you understand your scores comparison with respect to other companies in the ecosystem

   1. Q4 (top quartile) - you are in the top 25 percentile (75-100 percentile)

   2. Q3 - you are in the 50-75 percentile range

   3. Q2 - you are in the 25-50 percentile range

   4. Q1 (bottom quartile) - you are in the bottom 25 percentile (0-25 percentile)

Accessing leader's heatmaps for Super HRs

Besides having access of the entire org's health heatmap, as a Super HRs you can also access org health heatmap for all the leaders in the org.

To access org health heatmap for other leaders:

Select the Org Heatmap dropdown menu and select the leader from the options whose org heatmap you'd like to access.

Deep dive offers Super HRs and leaders/managers to analyse survey scores based on the demographic data of the employees. The report allows an opportunity to identify the sentiment of different employee segments categorised on the basis of demographic data (tenure, gender, location, department, sub-department, etc).

Deep dive provides 3 features to analyse survey scores:

Breakdown of the report:

1. : Heatmap tells you about the org culture and what you can do about it. Each theme on the heatmap represents a different theme pertaining to the respective pillar of the Greek temple (only available for the full org level report not for the manager's/ leader's report)

2. : The dashboard page provides the employee NPS score & benchmark, key positive and negative factors of eNPS, and other factors. It page helps you identify the actionable & insights at a manager level.

3. : Report also enables you to further deep dive into your scores by demographics. Allows you to identify the sentiment of different employee groups categorized by demographics (tenure, gender, location, etc)

4. : The last piece is the participation data for each manager's org (the full tree under a manager)

In the heatmap, you would have seen a few themes with a thunder icon (high significance to eNPS). These themes are the most important themes for your org eNPS and are more likely to have the biggest impact on eNPS.

How do we identify significant themes?

Significant themes have at least one question that has a significant impact on the eNPS, ie, are the drivers of eNPS.

How does the tool identify eNPS drivers?

1. Based on your people’s input on quantitative and qualitative questions, the attribution model assigns relative importance to each question based on their influence on eNPS and picks the top-6 questions that drive the eNPS most

   1. Let's look at a specific example. In one of our works with a customer, despite scoring low on "Work-Life Balance" for many years, investments in this area had not led to an overall improvement in the eNPS of the organization. When we saw the drivers of eNPS, it revealed that Work-Life balance wasn't as big a driver at this organization. No matter how much it was improved, it wasn't what made employees engaged with the organization. What was more important to employees was autonomy to take decisions. This was a high-growth startup. Giving ownership to make decisions is what engaged employees. If you work for a high-growth startup, that's the mission you connect with. By spending resources on Work-Life balance, the organization risked disengaging employees. It was possible people would see this as waste, despite the low rating.

2. Top-6 themes account for 70-75% of the eNPS attribution and the rest 50 themes account for 25-30%

3. We use NLP based sentiment analysis to incorporate the feedback from qualitative inputs into the attribution model

Where can we find the top-6 questions in the report?

Questions captured in the increasing factor and decreasing factor on the dashboard page

Why do all of my managers have the same top-6 questions?

It is important for an org to be focused on the org-led priorities and improve the scores at each manager level. Each manager will still see their own scores on these top-6 questions and they can create action plans on the areas with the scope of improvement.

Why thunder icon is disabled for my org health heatmap?

As mentioned above, the attribution model requires much larger samples to identify the top-6 questions. When the sample size is small and statistically insignificant, we don't apply the recommendation from the attribution model. In such scenarios, we recommend focusing on themes with red and amber colors. To make your life easier in such scenarios, we show the high and low scoring questions in the dashboard because these are the questions where people are highly engaged/disengaged.

Full eNPS survey measures health on 14 important themes for the organization and the theme scores page helps in identifying what drives the theme score & where you can plan the interventions to improve your theme scores.

How to access the theme score page?

• Organization Health Heat Map: Click on any of the themes from the heat map

• Overview drop down on the dashboard page

Theme score page

The theme score page helps you to identify how you are doing at an overall level on a particular theme & also helps with 2 other things:

1. How well you are doing in each question inside a theme (a theme is comprised of questions in the survey). In the above image, each column represents the question (except the first 2 columns)

2. How teams of the leaders/managers in the org are doing on this theme & questions. In the above image, Dinesh, Jin, & Richard are the founders. The first row represents the score of the full org & the subsequent rows represent the scores of the org of each founder. You can click on any of the founder's rows & drill down scores further in their org hierarchy

Manager's view of the theme score page

When a manager is viewing the theme score page, the following rows will be present in the table:

1. Overall (1st row): Represents the score of his/her full org (full team reporting under a manager in the org hierarchy)

2. Direct reports (2nd row): Represents the score from the responses of direct reports (reporting to the manager directly)

3. Subsequent rows: Represents the scores from the responses of the org of direct reports (if they are a manager)

Understand how the theme score is calculated

The theme is comprised of multiple questions in the survey. On average, 3-4 questions are there in each theme. Theme score is calculated by averaging the scores of the questions in the theme. For the above image, there are 4 questions in the Performance & Rewards theme and each question has its own score. Theme score is calculated by averaging the scores of these 4 questions.

Understand how the question score is calculated

There are 3 types of questions in the survey:

1. Likert questions: There are 4 options in Likert questions and it helps understand the level of agreement of employees (Strongly Disagree, Disagree, Agree, Strongly Agree). Each of the options is assigned with weights (0, 2.5, 7.5, 10) and the score is calculated by the average of these weights based on the responses of employees on a question.

2. NPS question (eNPS): Question with a scale of 0-10 and the score is calculated using NPS framework (%promoters - %detractors). Employees who mark 9 or 10 are classified as promoters; those who select 7 or 8 are passives, and everyone whose response is 6 or below is a detractor. The eNPS is arrived at using the following formula: % of promoters – % of detractors.

3. Manager recommendation question (MRX): The scale of this question is also 0-10 and the score is calculated by the simple average of the responses of employees on this question

Find your eNPS and know where you stand with benchmarking against the startup ecosystem. Also, find the breakdown of eNPS by departments/ functions in your organization.

Along with the eNPS breakdown, know the strengths of your eNPS (the factors increasing your eNPS). These are the factors that highly influence your eNPS and your employees are happy with these factors.

Also, it helps you with the decreasing factors of your eNPS where you have the scope of improvement. These factors also influence highly your eNPS but your employees are not happy with these factors.

The deeper analysis of employee sentiment in the reports section gives a detailed and heatmap output of the eNPS survey based on demographic segments. This last section in the eNPS survey report allows users to view question/theme scores based on the selected demographic.

For instance, you want to compare and analyze theme scores for some of the departments. The deeper analysis table allows you to add filters and select department segments in the rows and columns section to analyze employee sentiment in the org.

The highlights section of deep dive emphasises the cohort of employees and segments with scope for improvement.

For instance, you want to see the segments with low eNPS in the org. Instead of giving an overview like eNPS distribution, highlights sorts the demographic segments scoring the lowest in comparison to the org eNPS with details like segment survey participation, eNPS score, comparison with org eNPS and org score.

Categories of highlights

The 10xPeople tool allows you to view highlights by sorting the highlights into two variants:

1. High scores: The high score segment displays all the data points scoring higher than the org eNPS and overall org score. To view the segments with high deviation from the org score you can select the 'High scores' option in the highlights on the top right corner.

2. Low scores: The low score segment displays all the data points scoring lower than the org eNPS and overall org score to underline the top impacting segments affecting the survey score. To view the segments with low deviation from the org score, you can select the 'Low scores' option in the highlights section on the top right corner.

Two sections of highlights

• eNPS category: The first section in the highlights displays the segments with low or high scoring eNPS depending on your sorting. The eNPS category also details the demographic distribution, the number of responses over a total number of employees under that demographic, and their comparative scores.

• Other questions category: The second section in the highlights displays the demographic segments with low/high scores for the rest of the questions in the survey. The other question category in highlights displays the detailed scores on all the questions asked in the survey, where the middle column displays the text for each question.

eNPS is the north-star metric for the organisation, which comprehensively reflects the org health. Additionally, eNPS distribution helps broadly identify the touch-points in the org that require redressal to improve the overall score while highlighting the positively influencing segments.

eNPS distribution graph

The deep dive section of the eNPS survey report displays eNPS distribution by different demographics and based on the selected criteria like department, gender, employee type, location, etc. Therefore, the eNPS distribution graph enables accessing a demographic rich report to narrow down the pain point segments in the org.

For instance, with reference to the image below, the two departments fall below the org eNPS line, which are Learning Experience and Marketing, thereby instantly helping identify the maximum scope for improvement in the org.

Reading an eNPS distribution graph

Besides gathering a quick overview of the low-performing and problematic segments in the org, the eNPS distribution graph also provides the following details:

1. Org's eNPS: The graph displays the overall org's eNPS score to help identify other segments' performance in the org.

2. y-axis: The y-axis of the graph represents the eNPS score.

3. x-axis: The x-axis displays all the segments in a selected demographic.

4. View drop-down: The dropdown lets you select the different demographic & view the eNPS distribution.

5. Hover on score bubble: The graph also allows you to hover over a particular bubble to see the participation percentage, the number of employees who are part of the segment and the number of employees that participated in the survey.