Frequently Asked Questions
Q: What does this mean for our engagement survey?
A: The OHFB is a powerful complement to traditional employee engagement surveys. Not only does it identify causal factors driving engagement (or lack thereof), but it also provides insight into performance energy (it’s quite possible to be highly engaged, but unable to deliver on that motivation due to exhaustion – we call that ‘over promise/under deliver’ risk). That being said, it does also measure the construct of employee engagement as one dimension so can be deployed as a comprehensive diagnostic.
Q: What about individual wellbeing?
A: Although we primarily work with organisational drivers (solving problems at source), Peopleful is able to help at the individual level. The individual wellbeing reports help participants understand their own wellbeing risk profile, provide guidance on risks to be aware of, and customisable signposting of resources available to them should they be needed. We offer individual coaching sessions, to debrief profiles, as required.
Q: Are submissions confidential?
A: Submissions by participants are not visible (even to us!) without their express permission. The system only reports aggregated data, so it is impossible to trace outputs to individuals.
Q: What can we do if somebody is at critical risk?
A: If they haven’t provided consent to view their results, we will not be able to identify them or over-ride the system. If participants provide their contact details when prompted the system will (anonymously) send them a couple of emails inviting them to change their consent – but if they continue to withhold consent, we have to respect that decision. The aggregated data will be available to organisations, though, so the drivers can be understood and addressed at source.
Q: How long does the assessment take?
A: Approximately 20 minutes.
Q: How many people do you need, and at what completion rate?
A: Our instruments rely on complex statistical models, so the bigger the better on both counts! Greater validity will come from participant groups larger than 100, with the best reliability coming from completion rates greater than 70%. We can produce excellent insights for smaller groups, but causal links become harder to demonstrate. In our experience high completion rates are easily achievable if the messaging and leadership buy-in are present.
Q: How do we ensure a project runs well?
A: Messaging and support is critical. Support and interaction with internal communications resources can be very helpful, but there is no substitute for genuine support and buy-in from senior leadership.
Q: Can you integrate with existing data sources?
A: Yes. Our online analytics system enables us to do this if this is something you’d like to explore.
Q: Can you train our people to use these tools?
A: Yes. In fact, a ‘train the trainer’ approach is encouraged especially in larger organisations. We believe an efficient and effective way to drive change in organisations is to leverage existing resources and relationships.