This article will help you find answers to common Awardco Engage questions.

FAQs

1. Engagement Surveys
2. Awardco Engage Settings
3. User File
4. AI Utilization

Engagement Surveys

Do I need Rewards and Recognition to use Awardco Engage?

No. Awardco Engage is a standalone product.

How are we differentiating Awardco Engage from other traditional survey solutions in the market? 

We differentiate through our unique ecosystem, leveraging our platform's existing reach and expertise in employee experience: 

• Employee stickiness - Employees already enjoy and regularly log in to the Awardco platform. Instead of requiring a jump to another platform, employees can take surveys where they already are. This naturally increases survey participation rate - one of the important factors in painting a clear picture of employee engagement.
• Rewards - In some scenarios it will be appropriate to reward survey completion - which we can already do in Awardco. This also has a natural participation rate increase.
• Ease of Use - We have best-in-class user experience which sets us apart from our competitors in this space. We're all used to how good Awardco looks - but this isn't always the case with our competitors in this space.

What types of surveys are offered?

Awardco offers three distinct survey types designed to meet different organizational needs:

1. Engagement Surveys: Best for deep-dive, comprehensive feedback. These are typically broad in scope and conducted on an annual or bi-annual basis to measure long-term cultural trends.
2. Pulse Surveys: Designed for agility. These are short, high-frequency surveys used for "temperature checks" on specific topics, project milestones, or monthly sentiment tracking.
3. Simple Surveys: A streamlined, complimentary tool for Rewards & Recognition clients. Ideal for quick, one-off questions or gathering simple feedback without the need for advanced engagement analytics.

What is the primary purpose of engagement programs in organizations?

The primary goal of an engagement program is to foster a deep emotional commitment between employees and their organization. By ensuring employees feel valued, heard, and recognized, organizations can drive three key business outcomes:

• Retention: Reducing turnover by creating a culture where people want to stay.
• Productivity: Increasing discretionary effort, leading to higher quality work and efficiency.
• Satisfaction: Improving the overall employee experience and morale.

How does higher employee engagement impact organizational performance?

Engagement is a leading indicator of business health. According to research from Gallup and Awardco, highly engaged teams are more emotionally committed to the organization’s mission, which results in:

• 23% Higher Profitability: Engaged employees boost revenue by being more observant and creative.
• 18% Higher Productivity: Engaged teams put in extra effort beyond the minimum.
• 78% Lower Absenteeism: Connected employees are more reliable and healthier.
• 10% Higher Customer Loyalty: Engaged employees deliver more empathetic, proactive service, boosting customer loyalty.

Awardco Engage Settings

Who sees the results of the survey?

Only those with the "Survey Results" permissions can view survey results. The specific results they see depend on the data visibility level they are assigned within that permission.

Why can’t I see my team’s survey results?

To ensure employees feel safe providing honest feedback, Awardco Engage uses a minimum response threshold. Results are only visible once a specific number of team members have responded:

• For Scores: A minimum of 5 responses is required.
• For Comments: A minimum of 10 responses is required.

Will Managers be able to review the results of their downline? 

Only those with the "Survey Results" permissions can view survey results. Managers should be granted that permission and assigned the "Direct Reports" data visibility level to access results for their team. However, data visibility is strictly governed by our privacy thresholds:

• Quantitative Scores: A manager can view scores for any group in their downline that has at least 5 responses.
• Qualitative Comments: Written feedback is only visible for groups within the downline that have at least 10 responses.

What does confidentiality mean in the context of Awardco Engage?

Responses are linked to individuals on the backend for analysis through metadata, but are never shared at the individual level with clients.

Is there any way of keeping the metadata values confidential in survey results?
No, there is not currently a way to anonymize metadata values when filtering survey results.
 

What does anonymity mean in the context of Awardco Engage?

Anonymous surveys do not include any user metadata with the responses, ensuring total anonymity for participants. As a result, the survey results cannot be filtered or aggregated based on user-specific attributes.

What scores are included in the reporting?

Managers and administrators will see Engagement Score, Action-based Theme Scores, Question Scores (percent favorability), eNPS, and eSAT scores. All results show performance over time.

How are notifications and reminders managed?

Engagement, Pulse, and Pulse Programs support automatic and ad hoc reminders delivered via email and in-platform notifications.

User File

What type of data is needed in the User File for an Awardco Engage only platform?

Core data, hierarchy roll-up data, and demographic data.

• Core data is essential information required to identify and communicate with each employee. In our User File the minimum required data is a unique identifier (employee ID or email), first name, and last name.
• Hierarchy roll-up data is data about where each employee reports, which is aggregated under the correct leader or manager. This is typically accomplished by listing a supervisor ID for each employee.
• Demographic data are common attributes like tenure, age band, job level, or department, enabling deeper analysis and segmentation of survey results.

How frequently should I upload my company’s User File for an Awardco Engage-only platform?

The ideal upload frequency depends on how often you pulse your employees.

• Frequent Pulse Surveys (Monthly/Quarterly): We recommend setting up an automated, regular upload (daily, weekly, or bi-weekly) to ensure new hires are included, employee changes are updated, and terminated employees are removed promptly.
• Infrequent Engagement Surveys (Annual/Semi-Annual): A one-time manual upload prior to each survey launch may be sufficient to ensure your data is accurate for that specific window.

AI Utilization

How does Awardco Engage utilize AI and Machine Learning? 

Awardco Engage is designed to be an AI-first product. This means that, even if it's not visible in the first release, the data that is captured about employee sentiment is stored in such a way to train future proprietary models.  This will allow us to provide meaningful insights across the product, ensuring that we are a market leader in the action planning space, due to our deep understanding of sentiment across multiple data sets.

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