At Illuminate, our focus is on developing stellar workplace cultures that lead to high-performing organizations! With an exclusive partnership with Peakon, we work with your organization to understand your team members intimately. By doing so, we can drive performance and profits. We help you interpret this incredibly helpful data, and walk-out a cultural transformation in your organization that's critical to your success. Here's a brief overview of what Peakon has to deliver to your business. The next step towards building a team that builds your business.

2. This briefing covers all the key features of your
Peakon dashboard.
YOU’LL LEARN
− How to best understand your team’s
engagement score and participation rates.
− The 14 Peakon engagement “drivers” and how
these relate to your team.
− How to use segmentation and comparisons to
understand why engagement differs across
teams.
− How to utilise the voice of your team through
driver comments.
INSIGHT
Understand what’s
driving your team

3. Engagement is more than a metric. Engaging
employees is a business strategy that can become an
organisation’s greatest competitive advantage.
THE ROI OF ENGAGEMENT
- Engaged companies grow profits as much as 3X
faster than their competitors.*
- Highly engaged employees are 87 percent less
likely to leave the organisation.*
- Companies with low engagement scores earn
an operating income 32.7 percent lower than
companies with more engaged employees.°
*Corporate Leadership Council study
°Study prepared for UK government
EMPLOYEE ENGAGEMENT
The best indicator
of future success

4. At the top of your dashboard, view your team’s
overall engagement and employee Net Promoter
Scores, along with participation rate.
Score and Trend Line
ENGAGEMENT
Over time, you’ll see whether your score is
trending in the right direction. The indented line
represents the company benchmark.

5. HOW ENGAGEMENT IS CALCULATED
Engagement describes your employees' level of commitment
and enthusiasm to their work and the company. The score,
ranging from 0 to 10, is the mean response from your
employees to the following question:
“How likely is it you would recommend {Your Company} as a place to
work?”
This question causes people to consider many factors that
influence engagement (satisfaction with the organisation’s
culture, leadership, work environment, career prospects, brand)
and applies them to a very simple decision making process.

6. EMPLOYEE NET PROMOTER SCORE
You may be familiar with NPS as a measure customer
satisfaction. Peakon also enables you to view employee
engagement in this format. The colours on the pie chart
represent the score distribution in response to the
engagement question from the following slide.
The following calculation is then used to find the eNPS:

7. What’s motivating
your team?
DRIVERS

8. DRIVERS OF ENGAGEMENT
Drivers are the distinct psychological
factors that promote employee
engagement. The arrows on your
dashboard indicate the direction the
score is trending, benchmark reflects
the difference in your team in
comparison to the company average,
and impact show the influence each
driver has on overall engagement.

9. Priorities
DRIVERS
CHOOSE YOUR OWN
Along with the priorities that Peakon will
automatically surface for you, you can
manually set your own.
You’ll then see the driver more
prominently on the overview of your
dashboard and in the digest emails you
receive from Peakon – enabling you to
keep a closer eye on what’s important to
you.

10. Strengths
DRIVERS
PLAY TO YOUR STRENGTHS
Your dashboard will also point out the
drivers that play a major role in the
engagement of your employees. The
example to the right shows that
Recognition – providing constructive
feedback and praise for achievements – is
one aspect of work life that this group of
employees values that most.
As a leader you should continue to focus
and build on these points.

11. What to celebrate,
where to focus
HIGHLIGHTS 10/10

12. Strengths
HIGHLIGHTS
YOUR MOST ENGAGED PEOPLE
Groups of employees who’re more engaged
than your company’s benchmark are shown
in Highlighted segments as strengths.
These teams or demographics also report
higher levels of satisfaction with several key
drivers. If you’re managing multiple teams,
leaders of high performing segments can
often provide valuable best-practice advice
during group action-planning workshops.

13. Priorities
HIGHLIGHTS
YOUR FOCUS AREAS
Priority segments (for example the Paris
office shown in the screenshot to the
right) report lower levels of engagement
than your company’s average.
By reviewing the Key driver scores from
these segments, you’ll gain a more
complete picture of the leadership
qualities and strategic initiatives that
need to be developed to solve the issues
bringing down engagement in these
groups.

14. Learn why engagement
differs across teams
COMPARE

15. The Engagement Heatmap
COMPARE
OVERVIEW
Click Heatmap in the left-side menu bar.
You’ll see groups of employee segmented on
the heatmap. This visualisation enables you
to instantly spot major differences between
teams – an extremely useful tool when
working to avoid subcultures forming and
negatively impacting employees. You can then
click anywhere on the matrix to see the specific
feedback on that driver from a group of
employees.

16. SEGMENT SELECTOR
Click the green segment selector menu on
the Compare page, and select the
segments you want to compare.
In the video on the right, the user chooses
to compare all three departments that
make up the business unit they’re
managing. You could do this by team,
office location, or any other demographic
you wish to understand.
Make Your Own Comparisons
COMPARE

17. SEGMENTS BAR CHARTS
Along with the heatmap, click Segments
in the left-side menu bar for an alternative
way to visualise the analysis.
This view also includes the overall
engagement trend graph for the
segments. When a driver name changes
colour, this indicates a statistically
significant differences to your company’s
benchmark.
Choose Your Visualisation
SEGMENTS

18. Working with
freeform feedback
DRIVER COMMENTS

19. Topics
DRIVER COMMENTS
THE COLLECTIVE
VOICE OF YOUR TEAM
Select Topics in the left-side navigation bar
and consider:
- Are the themes Peakon surfaces
indicative or your team?
- What could you do to influence and
improve these areas?
- What are your team praising, what do
they enjoy that could be built on?
Click through to see the comments that have
been gathered into each topic.

20. Acknowledge and Clarify
COMMENTS
LET PEOPLE KNOW
THEY’VE BEEN HEARD
Click Acknowledge on any comment and the
person who provided it will be notified via email
that their comment has been read.
When you need further detail to understand a
comment, click Conversation. Reply to a
comment here and the employee will receive an
email with your response. They can provide more
detail by simply replying to that email, without
losing their anonymity.

21. Tangible
improvements...
Require a strategic
approach.
Reactive
Focused on individual
comments
Short term
fluctuations
Individual
interpretation
Individual
acknowledgement
Proactive
Understands
reoccurring topics
Medium term
priorities
Group action-planning
Sets team expectations
for employees

22. The Peakon Help Centre explains the
methodology behind platform, how the analytics
engine works, and how to get the most from every
feature:
https://peakon.com/help-centre
And if you’ve have questions, please write to:
support@peakon.com
WANT TO KNOW MORE?
Peakon can to help

23. Employee Engagement
Employee engagement is an outcome of the relationship between an
organisation and its employees. An engaged employee is fully
absorbed in and enthusiastic about their work, with a high level of
commitment to the company and its goals.
Engagement Score
The mean response to Peakon’s engagement question (“How likely
are you to recommend {Company Name} as a place to work”)
attributed to a group of employees. Scores range from 0 to 10.
eNPS (employee Net Promoter Score)
An alternative view of the response to the engagement question.
Employees’ answers are divided into three segments. Promoters
(9-10 scores), Passives (7-8) and Detractors (0-6 score). The eNPS is
calculated by subtracting the percentage of detractors from the
percentage of promoters. Scores can range from -100 to 100.
GLOSSARY
Key terms

24. Segment
A group of employees as defined by your organisation’s structure
(e.g. a department or business function) or demographics such as
office location. Segments are used to understand subcultures and
management differences across a business.
Driver
One of 14 distinct measures of how employees feel about the culture,
strategy, leadership, and individual responsibilities that define their
experience at the organisation. Organisational psychology has
proven a general link between each driver and employee
engagement. Peakon’s analytics engine works to discover the
specific influence each driver has on the engagement of employees
throughout your organisation.
GLOSSARY
Data types

25. Priority
A driver or segment that requires attention. A priority driver has a strong
influence on engagement, and room for improvement on the current driver
score. Therefore, action should be taken to address the subject measure by
priority drivers. For example, if Recognition is presented as a priority,
providing employees with more feedback on their work is an activity that is
expected to increase their engagement. A priority segment reflects a group
of employees who are significantly less engaged than the business as a
whole. Peakon will show which drivers can be worked on to improve the
engagement of these segments.
Strength
The most positive characteristics of an organisation, and the most
engaged groups of employees. A driver that is shown as a strength, plays a
major part in the engagement of employees. A segment shown as a
strength shows significantly higher engagement than the
wider-organisation and is often a case of exemplary management, with a
culture and business strategy in harmony.
GLOSSARY
Insights

26. Accomplishment you’re able to make solid progress on worthwhile tasks
Autonomy you’re given the desired freedom to make decisions
Environment your physical workplace positively affects your ability to do your job
Free Opinions your ideas and concerns are welcomed by your manager and colleagues
Goal Setting you know what’s expected from you and your work
Growth you feel your career is progressing, you’re learning and developing skills
Management Support your immediate manager provides the support you need to perform
Meaningful Work you feel a deep connection to the responsibilities your role provides
Organisational Fit the values of the company match your own
Peer Relationships you can trust and effectively collaborate with your colleagues
Recognition you receive sufficient feedback to understand your performance
Reward you consider the pay, benefits, and process to be fair
Strategy you understand and support the direction that leadership aims for
GLOSSARY
Short driver
definitions