Engagement FAQ

What is the difference between Engagement and Enablement?

In Dialog, the questions in the surveys are assigned to one of the two underlying factors for employee satisfaction or the Employee Experience:

  1. Engagement

  2. Enablement

Engagement focuses on the level of involvement and can include aspects such as motivation, appreciation, job satisfaction, or the sense of solidarity. Enablement, on the other hand, refers to the extent to which employees feel supported in fulfilling their engagement. This can include resources to perform their work effectively, such as IT facilities, training, availability and accessibility of information and individuals.




What is eNPS?

eNPS stands for Employee Net Promoter Score. The eNPS score is a management tool used to measure employee loyalty. It can be assessed with a single question: "How likely are you to recommend ORGANIZATION as an employee to friends or acquaintances?"

eNPS utilizes a ten-point scale (0-1-2-3-4-5-6-7-8-9-10):

  • Promoters (fans) rate 9 or 10
  • Neutral employees rate 7 or 8
  • Detractors (or dissatisfied employees) rate 6 or below.

The eNPS score is expressed on a scale of -100 to +100, with scores above 50 considered good. Note that this is not a percentage - eNPS scores are calculated using a weighted matrix.


How are scores determined on the Engagement Insights page?

Based on the provided answers, scores between 0 and 100 are calculated for themes and sub-themes.

The rating scale used in the Engagement & Enablement surveys determines the score calculation. In most cases, the scale ranges from completely disagree to completely agree.

The distribution of scores for this five-point scale is done on a scale of 0 to 100, where:

  • Completely disagree results in a score of 0
  • Disagree results in a score of 25
  • Neutral results in a score of 50
  • Agree results in a score of 75
  • Completely agree results in a score of 100

For a different scale, the score is automatically distributed accordingly. For example, a three-point scale would be distributed as 0 - 50 - 100.

The questions linked to Engagement contribute to the respective score, and the same applies to the questions linked to Enablement.

For eNPS, a ten-point scale (0-1-2-3-4-5-6-7-8-9-10) is used, and employee responses are converted to a -100 to +100 score.


What is the difference between a standard and a pulse measurement?

A standard measurement is a survey sent out all at once.

A pulse measurement allows for spreading the survey over a longer duration, where a small number of questions (depending on the chosen frequency) are asked each time.

For example, if a survey has 20 questions, a standard measurement involves sending the entire list at once. In the pulse measurement variant, these 20 questions can be spread over a period of, let's say, 4 months, in which the employee answers 5 questions each month.


How does anonymity work?

In the Dialog Engagement module, all answers are processed anonymously. This means that given answers cannot be traced back to individuals. One guarantee is the minimum limit of at least 5 answers before scores (insights) are made available. This ensures anonymity even for smaller teams.

A similar check is in place to prevent the traceability of scores based on main teams in the team structure.

Employees can indicate in the survey if they want to make a particular point a topic in their personal plan. Only the employee can see this (privately), and addressing it is entirely at the initiative of the employee. More information about anonymity can be found in this article.


Why are there duplicate questions under multiple themes?

It is true that some questions can be found under multiple sub-themes. However, in a survey, such a question will only be asked once.

For example, "I am proud to work for ORGANIZATION" can appear under both the work atmosphere and organizational fit sub-themes.

If you modify the question in one place in the system, you will see the same change reflected in all sub-themes where the question is listed. If you make changes to the aforementioned question under the work atmosphere sub-theme, the same changes will also apply to the organizational fit sub-theme

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