This article will cover:
Overview of strengths and priorities
After the close of each round, Peakon will determine the drivers that are strengths for your team, and will suggest drivers that could be improved. A full list of the drivers of engagement is available on your Driver page. Each driver has its own dashboard, which can be viewed to better understand your team's feedback.
These key drivers of engagement are visible on your Overview, as well as the Driver page, when sorted by priorities.
A manager can either accept or reject the suggested priorities. For the selection criteria, refer to How priorities and strengths are calculated, which also outlines when and how contexts are selected for updated strengths and priorities.
To enable managers to choose their own priorities, Administrators need to enable the Access to manage priorities permission in the manager Access Control group (found under the 'Access statistics' sub-section).
Understanding priorities and strengths
Difference to benchmark
The Benchmark progress can be quickly reviewed by looking at arrows next to the numbers in the strengths and priorities. This indicates where the score has increased or decreased since the last survey round. Clicking on the particular strength or priority you will be presented with more detailed information.
Impact on engagement
The Impact circles show the influence that each driver has on engagement. Close alignment of these circles, indicates that a driver has a very high impact on the engagement of this employee population. Increasing the score of a higher-impact driver will deliver a greater increase in overall engagement.
For instance, in the example below we see that Recognition has been chosen as a priority. We know then that providing employees with more feedback and celebrating successes, will increase engagement more than activities related to other drivers.
Setting your own priorities
Peakon suggests the most impactful priorities based on a team’s feedback while allowing space for the managers to take the final call on their team priorities by putting them in control.
To add an action to a priority, simply pick the priority you want to focus on, go to its Improve tab and add one of the suggested actions or create your own. From there, you will be able to customize it based on your requirements, as well as add specific tasks you wish to complete.
After setting priorities:
- Peakon will recommend actions and training content that supports managers when creating a plan of action
- An increase or decrease in score since setting the driver as a priority will be shown under each priority
- Managers will be able to share these with their team through the shareable dashboard, and senior leaders will see their sub-ordinate priorities
- Peakon will notify the manager once they have improved the priority by nudging them to move focus elsewhere
Strengths can also have a strong impact on engagement. Below we can see that employees have a sense of being supported by management in their roles.
As a leader, you can view your strengths as the things that are important to your employees, while being confident that you’re doing well in these areas.
Priorities and strength notifications
Peakon notifies managers of updated strengths and priorities via the notification icon located in the dashboard and via digest emails.
While strengths and priorities are calculated for all contexts, Peakon will not notify managers of strengths and priorities for the following contexts:
- Direct reports segments
- Segments representing more than 95% of the company results
The above logic allows managers to focus on one set of priorities in most instances. However, managers are still able to view their direct report segment to see its strengths and priorities.
Where managers have been granted access to multiple contexts, for example access to view a specific department’s dashboard, they will also be notified of any updates to their strengths and priorities.