In this article, you will learn how to access the survey results for Engagement Surveys. This guide explains the available filters for refining your data and how to interpret the visualizations provided.

1. Accessing Survey Results

   • Managing Your Active Surveys

2. Key Data Metrics

3. Data Filters & Views

   • Data Filters

   • Data Views

     • Overview

     • Themes

     • Questions

4. Manager Results

5. Communicating Survey Results

6. FAQ

Accessing Survey Results

Note: Before proceeding, ensure you have “Survey Edit” and “Survey Results” permissions. Otherwise, you will not be able to access the Surveys tool.

To view survey results:

1. Log in to your Awardco platform.

2. Select “Surveys” under "Engagement" from the left navigation menu.

3. Click “Results” next to a Engagement Survey in Open or Closed status under the Manage Surveys section on the Surveys settings page.

Note: Survey Creators can view and manage only the surveys they have created, along with the results for those surveys. They cannot see surveys or results created by other users unless they have “All Surveys Access" permissions.

Managing Your Active Survey

While your survey is still live, you have several tools available to track its progress and ensure you meet your participation goals.

Track Real-Time Participation: You can monitor your overall response rate directly from the Surveys Landing Page. If you have multiple surveys running, use the built-in filters to quickly find the specific project you’re looking for. For a deeper dive, you can filter participation rates by:

• Specific leaders or managers

• Individual departments

Take Action with Reminders: If participation is lower than expected, you can send a reminder notification to employees directly from the menu on the right side of the survey card.

Review Early Insights: For more granular detail, you can access the Survey Results while the survey is still in progress.

Note: While early data is available, we recommend waiting for a higher response rate before drawing firm conclusions. This ensures your final insights are based on a statistically significant and representative group of employees.

Key Data Metrics

Below is a table defining key information and showing examples of it in the survey results. This table will be helpful for understanding the data from your survey results.

Data Filters & Views

When analyzing your survey data, you can navigate between several distinct views and apply filters to refine the results.

Data Filters

You can easily tailor the data to see how different parts of your organization are performing:

• View by Leader: Use the “Open Leader Results View” to see the data from the perspective of a specific leader in your organization. This view is available for all leaders with direct reports. This company hierarchy is created by the Supervisor ID column of the user file.

• Filter by Metadata: Click the "Filter by" dropdown menu to view your available metadata options. After selecting a metadata option, you can choose specific filters to include in the results.

Data Views

There are various tabs for viewing results: Overview, Themes, Questions.

Overview

The overview is a brief overview of performance. This includes the number of Themes covered in the survey, the response rate, as well as a brief view of performance across engagement, each driver theme, and eNPS if that was asked on the survey

• Overview: View the total number of themes covered in the survey and the total number of questions, standard and custom.

• Response Rate: View the percentage and total count of participants who completed the survey. Use this to track progress and decide if targeted reminders are necessary to increase the response rate.

• Themes: View the Indicator Theme and Action Theme Scores. 

  • Hovering over any theme will provide additional details about that theme, including response rate and a more granular score. 

• Questions: View high-level sentiment metrics that track overall employee loyalty (eNPS) and satisfaction (eSAT).

  • The Employee Net Promoter Score (eNPS) is the percentage of promoters (9 to 10) minus the percentage of detractors (0 to 6). This is a score from -100 to 100. 

  • The Employee Satisfaction (eSAT) is the percentage of respondents who responded favorably (4 or 5). This is a score from 0 to 100 percent. 

Themes

The “Theme” tab will display a full list of all driver theme scores and engagement scores that were asked in the survey. Accessed by clicking on the “Themes” tab in the top navigation on the Overview page or “View All” by the Themes header on the Overview page. Scores are, by default, sorted from high to low. In this view, you can toggle between seeing all, indicator, and action Themes.

• Indicator Theme: A theme that displays high-level signals of employee health

• Action Theme: Practical areas for improvement or action

• Exploring Your Driver Themes: When you dive into a specific Driver Theme, you will find a data layout similar to your main Engagement view. This consistency allows you to easily connect the dots between high-level sentiment and specific feedback.

• Analyze Theme Performance: Within each theme, you can review:

  • Questions: This is the total number of questions relating to this theme in the survey.

  • Response Rate: Percentage of responses out of total eligible respondents. Includes response count from questions with hidden results.

  • Percent Favorable: Average of percent favorable for theme questions with 5 or more responses.

  • Average Scale Response: Scale 1 to 5.

  • Note on Confidentiality: To protect employee privacy, any question that does not meet your set response threshold will be automatically excluded from the score calculations.

• Identify High-Impact Questions: Within the theme, you can see the individual "Driver Items" (the specific questions) along with their unique scores.

  • The Driver Chip: Look for the "driver" icon next to specific questions. Hover over this chip to see if that item is a primary influence on your overall engagement score or other key metrics.

Questions

From the “Questions” tab, you can evaluate high-level sentiment and dive deep into the specific questions that shape your culture. Accessed by clicking on the “Questions” tab in the top navigation on the Overview page or “View All” by the Themes header on the Overview page.

• Review General Sentiment (eNPS): View of the Employee Net Promoter Score (eNPS) and Employee Satisfaction (eSAT).

  • Pro-Tip: View these scores as your general "guideposts" for overall company sentiment rather than specific areas for tactical action.

• Dive Into Individual Question Details: See all the questions listed out with their following information:

  • Theme: The theme of the question

  • % Response: The specific response rate and total count for that question.

  • Response Highlight: The eSAT or eNPS score with its granular view.

• Comprehensive Breakdown: Click any question to see a comprehensive breakdown of its performance across the organization, including:

  • Context: The theme it belongs to and its "Driver Influence" (how much it impacts overall engagement).

  • Participation: The specific response rate and total count for that question.

  • Employee Comments: If you enabled comments during configuration, you can read them here. Use these insights to identify gaps in performance or to spark ideas for future improvement actions.

• These comments can be valuable in identifying any additional perceived gaps in a company’s performance against the driver item, as well as can be utilized to draw potential future actions to improve or maintain the driver item score. 

You can also click “Download CSV” to export the raw data on any of the tabs.

Manager Results

Managers can access their team's results for both live and completed surveys. Results are presented in the three standardized views: Overview, Themes, and Questions.

Key Points to Note:

• Synchronized Release: Results are released to all eligible managers simultaneously, ensuring a unified rollout across the organization.

• Confidentiality Guardrails: Data is only visible if the number of responses meets your specific confidentiality thresholds. For example, if your threshold is set to five and a manager only has three respondents, they will not be able to view detailed results. This ensures employee anonymity is protected at every level.

Communicating Survey Results

Communicating results is arguably the most important part of the entire survey process. The number one thing employees care about is knowing that their views were heard and taken seriously. Even when results are challenging and when all teams are under pressure to move onto the next project, failing to communicate them undermines trust and future participation.

Core Principles for Communicating Results:

• Communicate promptly: Share results as soon as a clear story has emerged and leaders have had time to understand the feedback.

• Communicate from the CEO: Employee feedback is an organizational issue, not an HR issue. The CEO should visibly acknowledge the results.

• Balance positives and negatives: Highlight strengths while openly acknowledging areas for improvement.

• Allow personal perspective: Employees expect leaders to share not just the numbers, but their own reflections and takeaways. Subjective interpretation is acceptable when it is transparent and thoughtful.

FAQ

• Q: Why can’t I see results for my team if I have more people than the confidentiality threshold?
  • A: Confidentiality thresholds apply to the number of responses received, not the number of employees invited. If fewer than the minimum number of people responded, results will not be shown. Managers who still want to discuss feedback can use aggregated results from a higher level (e.g. their manager’s team or company-wide results) as a starting point for discussion.
• Q: Why can’t I see results cut by gender, level, or other demographics?
  • A: Confidentiality thresholds and data suppression rules apply to all demographic cuts. These views are typically only available for larger organizational units to protect respondent anonymity.
• Q: Can I exclude a particular team from my results?
  • A: As a rule, selective exclusion of data is discouraged, especially to remove “low-scoring” teams. However, exceptions may be appropriate (e.g. following a recent re-organization). This decision sits with the admin team and should be applied carefully and consistently.
• Q: What do my strengths and opportunities mean? How are they calculated?
  • A: Manager strengths and opportunities are generated using a statistical analysis that examines how strongly each driver item relates to engagement. This is combined with the item’s score level and relative performance to the company overall to help prioritise where action will have the most impact.
• Q: Can anyone see my individual responses?
  • A: No. Individual responses are anonymous. Survey responses are stored separately from identifying information, and results are only reported in aggregated form.

If you have any questions, please contact Awardco Admin Support.