Analysis of Templatized survey

The Reports dashboard provides a view of the overall ESAT score along with access to the Question Score page for detailed analysis.

The Question Score page provides a clear, color-coded overview of employee sentiment, using three colors to indicate the severity of responses:

• Green – Strong, positive sentiment

• Amber – Moderate sentiment; room for improvement

• Red – Critical concerns requiring immediate attention

This section helps HR teams assess overall employee sentiment and pinpoint specific areas for action. Key insights include:

1. Overall Sentiment Across Survey Questions

Each column represents a question asked in the survey, while the first row displays the average score for that question across the organization. This gives a snapshot of how employees are feeling about specific topics.

2. Department- and Manager-Level Breakdown

Subsequent rows display scores at the L1 leader or department level. For example, if Alex, Bethany, and Cindy are L1 leaders, their respective rows show how their teams performed on each question. Admins can also view the overall ESAT score for each department in a dedicated column.

3. Drill-Down Functionality

Clicking on a leader’s row allows you to drill down into their org structure, surfacing scores at more granular levels. This is crucial for identifying specific teams or managers contributing to low scores.

Example: In the report overview, let’s say the Corporate department has 99 employees reporting to Alex Stein.

Clicking on the Corporate department under Alex Stein opens a more detailed report overview. This view presents a hierarchical breakdown of Alex’s org, showing each manager under him and how their teams have responded to every survey question.

This structure helps you understand how each sub-team contributes to the overall sentiment and identify specific groups that may be driving lower or higher scores.

To drill down further: You can sort the ESAT score in decreasing order to quickly identify the manager’s org with the lowest employee satisfaction.

For example, after sorting, if Ashley Richardson’s org appears at the top with the lowest ESAT, it immediately flags this team as a concern area.

Clicking on Ashley’s name reveals a detailed view of all the managers reporting to them, along with their respective scores. This helps pinpoint which specific sub-teams are contributing to the lower ESAT and require attention.

However, just before the manager’s org-level report, you will see a row labeled “Direct Reports.” This row reflects the survey responses from employees who report directly to that manager—in this case, Ashley Richardson.

This segment provides insight into how Ashley’s immediate team of managers perceives their work environment. These responses often offer valuable context, as they represent the sentiment of leaders who are themselves managing teams and are directly influenced by their reporting manager’s leadership.

Finally, by drilling down into Amni Bass’s org, identified as having the lowest ESAT score in the report overview, you can uncover the root-cause issues driving employee dissatisfaction within Alex Stein’s corporate department.