The Science Behind Officevibe

Having a great team vibe goes way beyond happiness at work and cool perks – and we’re here to break it down for you. 

What is Officevibe? 

Officevibe is an online platform that helps managers build better relationships with their people and create the conditions for great workWith weekly Pulse Surveys, Anonymous Feedback and smarter 1-on-1s, Officevibe gives you the full picture of your team’s needs, successes, and pains. You’ll uncover the challenges to tackle and the strengths you can lean on to step up your game as a team while offering the support that will really help them thrive. 

study by Gallup shows that 75% of workers display low engagement or leave their jobs as a direct result of their manager or leadership. Gallup also reports that engaged teams are 21% more productive than disengaged teams. 

Our platform focuses on helping managers strengthen those relationships that matter most and create positive change for their team so that they can be happier and higher-performing.

 

Anonymity  

Officevibe’s approach to anonymity creates a safeeasy way for employees to share important details of their reality – both big and Often, simply acknowledging feedback is being heard and understood is enough to encourage an uptick in engagement.

Anonymity by Choice: Unlike other solutions, Officevibe gives every user (regardless of rank or role) the choice to submit direct feedback anonymously or not to their organization.

Honest Conversations: Managers can reply to the anonymous feedback left by a team member in Officevibe – and the team member can continue to respond while maintaining their anonymity if they want to. This encourages safe, open communication to address key issues.

Aggregated Results: All Pulse Survey results are aggregated and anonymous, making the data managers and HR receive more reliable. The answers an employee leaves on a Pulse Survey cannot be traced back to them, meaning that they are safe to share their true thoughts, needs and feelings.

 

Pulse Survey Questions 

We partnered with Deloitte’s human capital experts to test and confirm the scientific validity of our survey model against recognized and supported theories. All 120 Officevibe survey questions were analyzed and validated for content and wording. This means Officevibe gives you the most accurate and actionable measure of employee engagement for your team or organization.

 

How questions are selected for each Pulse Survey  

Officevibe’s Pulse Surveys pull their questions from a bank of 120 questions. Each question is related to one of our 10 Key Metrics of Employee Engagement, then subdivided into 26 Sub-Metrics, selected to highlight the most important themes within any given Metric. These Metrics were researched and built by experts in Human Resources and the world of work.

You can find more about Officevibe's 10 Key Metrics here.

Members within the same team or organization will receive different Survey questions each week, and at different times. Our algorithm chooses its survey questions by pinpointing the Sub-Metrics least populated with data within the last 30 days. To put this plainly, each of our 120 pre-defined survey questions is matched to one of our 26 sub-metrics. Our algorithm chooses the questions for each employee’s Survey based on the sub-metric that that employee has answered the fewest questions about.

 

Getting started with Officevibe’s Surveys 

The first-ever Officevibe Survey an employee receives contains 10 questions. Why 10? To enable us to show you scores on each Employee Engagement Metrics as soon as possible! Subsequent surveys contain 5 questions, depending on your organization's Survey Frequency.

 

Pulse Survey Questions - FAQ 

Why can’t I adapt questions or customize them to my culture?

In order to have scores and results that are unbiased and stable over time, it’s important to maintain the wording of questions. This makes them ideal for benchmarking internally, externally against your own industry, or against Officevibe users at large, who represent 60M+ quantitative data points. 

In other words, having fixed questions means you can see how one team fares versus another within your organization, or how your organization or team is doing with respect to others in your industry. 

Words mean different things from team to team and organization to organization. For scoring to be reliable, questions need to remain equal and unbiased among all users. Locking the questions also allows us to provide you with precise, structured data around your 10 Key Metrics. 

Why are questions repetitive?

It’s important to remember that Officevibe is based on a Pulse approach. Contrary to other surveying methods, the pulse approach aims for frequent touchpoints with your team members, so that you can understand their needs and challenges in real-time – while you can still do something about it. This enables you to have a better understanding of your team’s reality, have more awareness of the impacts of your initiatives and see which Metric or Sub-Metric requires your attention.

Being able to track the evolution of your team is key to being tackle challenges, communicate around specific issues, and take action as needed. As such, it’s normal to see the same Survey Question come back every now and then. This enables you to spot a problem area early on and act to fix it.

A user will not see the same question twice in a 90-day period. After that window, questions are selected on the basis of the least-populated Sub-Metrics for that employee. It can take up to six months for all 120 questions to be seen once.

What happens when one user answers more questions than another? 

We love proactive users, but they can sometimes affect scores if they decide to answer extra questions within the platform. Similarly, a user who does not participate in surveys at all (more on this below) will also have an impact on the team’s score.

Officevibe will only use the most recently answered questions in your Reports. It will not include a question that has been answered multiple times by the same user in the overall score, the Question, Metric or the Sub-Metric Reports.

Officevibe also displays a secondary, dotted line on your Engagement Report graph, showing you the impact, your inactive users have on your score.

 

Scores & Reports 

Anonymous answers provide a safe space to share our honest thoughts. To preserve employee’s anonymity, the answers are aggregated and then converted into scores. These scores are presented in your Team Reports. Here are some quick snapshots of your Team Reports page:

Engagement Metrics: The average scores for each Metrics and Sub-metrics based on employees' answers to the survey questions.

Promotors in Your Organization: The Employee Net Promotor Score (eNPS) is based on the question: “On a scale from 0-10, how likely are you to recommend your company as a good place to work?”.

Research has proven repeatedly that high levels of Employee Engagement lead to increased productivity.

What’s more, high levels of Employee Engagement generate: 

  • Increased quality (either of service or product) 
  • Increased levels of passion and quality of work produced – which often leads to innovation 
  • Improved employee retention (which in today’s market is a huge advantage) 
  • Increased overall profitability

How Scores are Calculated 

Why settle for guesswork when you can see the big picture? More than just the results of our weekly surveys, Officevibe reports are simple to read, easy to digest, and can provide a clear understanding of any team.

Scores – derived from the Sub-metrics and eNPS – are always a weighted average. The average is representative of each employee’s answers to the survey.

The score considers answers obtained in the last 3 months (90 days). Although scores are calculated over this 90-day period, data is continuously collected. This 90-day rolling average in calculating scores allows for a more accurate representation of each individual in your team. Therefore, graphs may not have high fluctuation.

90 days gives you enough time to see real trends emerge and means any fluctuations are due to significant changes.

The reliability of a score is also based on the number of users within your organization that have answered specific questions – and we indicate that reliability to you in your Survey Report. For instance, if your team or organization contains more than 60 people, 30 must-have answered a question for the related Metric score to be reliable. If your team or organization contains fewer than 60 people, at least 50% of employees must have answered a question for its score to be reliable. This reliability is displayed along with the score on a scale indicating the number of people who have answered its related question(s).

 

Scores & Reports – FAQ 

What is a significant variation in a score? 

Any variation from a stable graphical representation, even if it’s small, can be interpreted as an initiative being successful or as an area in need of improvement. If we want to put hard numbers to that, moving a whole point in 30 days, for instance, is significant. But the significance of variation depends on a number of factors: the time it has taken to vary, the size of the team, the number of active vs. inactive users – full participation has a large impact on scores. A better idea is to benchmark your team against others in your organization or industry to see how you’re doing in the bigger picture.

Why is the Question Report based on a 6-month cycle? 

The Question Report is the report that shows the answer distribution for your team or organization, for each of the 120 questions. As mentioned above, it takes at least 90 days to see all 120 questions, but it can take up to 6 months to cycle through each question because they are not all prompted within the 90-day period.

Why is the Participation Rate based on a 30-day cycle? 

It takes 30 days for a member to be flagged as inactive by Officevibe. 

What happens to a score when an employee changes teams? 

Each employee’s answers affect the team and organizational scores. Therefore, the impact of an employee changing teams will impact their team’s score, especially if that person is very proactive in answering questions, and/or if they are on a small team. 

Note that their past data won’t follow them to their new team. If an employee joins a new team, it is a Day 1 for them on that team with respect to their Officevibe data. Their data will also be removed from their former team within 15-30 days, but that team’s scores will not be modified retroactively. The Feedback they left while in that team will remain accessible to that team’s manager, but new Feedback will go to their new manager.

What is a strong engagement score? 

This is a big question, and unfortunatelyit doesn’t have a straight answer. There is no base level for a great engagement score – it depends on a plethora of factors. If you want to know how you’re doing, a good idea is to look at the benchmark for everyone using Officevibe, and those using it within your industry. This information is available under the Compare tab in your platform.

What is a strong eNPS? 

Like the Engagement score, there is no clear answer as to what a strong eNPS is. If it is above 0, that means there are more promoters than detractors in your team or organization. Anything above 30 is excellent, but again, it’s valid to check your industry standard.

Why is a skipped eNPS question considered ‘passive’?

As the question associated with the eNPS score is asked every 3 months by default, we consider that an employee who chooses to skip it is displaying inherently passive behaviour.

 

One-on-ones  

Collaborative 1-on-1s and goals 

Employees involved in setting their goals are 4x more likely to be engaged in those who aren’t. That’s why we have collaborative 1-on-1 and goal-setting tools. Our 1-on-1 agendas can be filled out by both the manager and the team member prior to a meeting, ensuring they are prepared for the meeting and come with a setlist of the things they need to discuss.

One-on-one agendas also come with question prompts for managers. These prompts were developed in collaboration with neuroscientists who helped Officevibe outline the best way to build relationships, discuss work, and articulate difficult topics during one-on-ones.

 

SMART Goals 

Goal-setting in Officevibe is also based on management science. Using George T. Doran’s SMART goal model, (Specific, Measurable, Achievable, Relevant, Time-bound), Officevibe empowers team members to set goals with managers that tangibly help them develop in their roles and help their teams achieve their objectives.

If you’re looking for more information as to why Employee Engagement is important and have a deeper understanding of how to utilize our metrics, be sure to check out this article.

Embarking on the adventure of measuring and improving Employee Engagement requires trust, openness, commitment and action. You already took the first step to having a more performing and engaged team by joining Officevibe-it's only going up from here!

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