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 work. With 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 to help them thrive.
A 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.
Officevibe’s approach to anonymity creates a safe and easy way for employees to share important details of their day-to-day. By acknowledging feedback in Officevibe, you encourage engagement.
Anonymity by Choice: Unlike other solutions, Officevibe gives every user (regardless of rank or role) a 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 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 122 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 122 questions. Each question is related to one of our 10 Key Metrics of Employee Engagement, 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 122 pre-defined survey questions matches 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
What model or thesis are the questions based on and what are the beliefs behind it?
Officevibe Survey questions are rooted in what we call the 10 Employee Engagement Metrics. This selection is based on decades of studies of the factors that have the highest impact on employee engagement.
Our Metric selection is backed by prominent organizational development theories and have been endorsed by a world-renowned leader in employee engagement. This endorsement was achieved by completing an exercise with Human Capital Expert team to test and confirm the scientific validity of our survey approach and model for measuring employee engagement.
Three types of approaches are generally preferred for protocols used to validate survey tools - validation of content, validation of construction, i.e., statistical validation of the survey, and validation of criteria, i.e., that a high level of mobilization is correlated with positive impacts for the organization (e.g., profitability).
Why can’t I adapt questions or customize them to my culture?
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 seeing how one team fares versus another within your organization or how your organization or team is doing concerning 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 allows us to provide 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 understand your team’s reality better, have more awareness of the impacts of your initiatives, and see which Metric or Sub-Metric requires your attention.
Tracking your Team's evolution is key to tackling challenges, communicating around specific issues, and taking action as needed. As such, it’s normal to see the same Survey Question come back now and then. This enables you to spot a problem 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 based on the least-populated Sub-Metrics for that employee. It can take up to six months for all 122 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 will also impact 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 inactive users' impact on your score.
Scores & Reports
Anonymous answers provide a safe space to share our honest thoughts. The answers are aggregated and then converted into scores to preserve employees' anonymity. 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 are 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 repeatedly proven 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 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 has 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 small, can be interpreted as an initiative being successful or an area needing 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, and the number of active vs. inactive users – full participation greatly impact 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 122 questions. As mentioned above, it takes at least 90 days to see all 122 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 to flag a member 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, an employee changing teams will impact their team’s score, especially if that person is very proactive in answering questions and/or is 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 Day 1 for them on that team concerning 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 on 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; unfortunately, it doesn’t have a straight answer. There is no base level for a great engagement score – it depends on many factors. If you want to know how you’re doing, the 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 on your platform.
What is a strong eNPS?
Like the Engagement score, there is no clear answer about a strong eNPS. If it is above 0, there are more promoters than detractors in your team or organization. Anything above 30 is excellent, but 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 behavior.
Collaborative 1-on-1s and goals
Employees involved in setting their goals are 4x more likely to be engaged than 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 before a meeting, ensuring they are prepared for the meeting and come with a set list 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.
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 on why Employee Engagement is important and have a deeper understanding of how to utilize our metrics, be sure to check out the article, Employee engagement: seeing the bigger picture.
Embarking on measuring and improving Employee Engagement requires trust, openness, commitment, and action. You already took the first step to have a more performing and engaged team by joining Officevibe-it's only going up from here!
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