The importance evaluation feature on the platform provides you with the opportunity to conduct a quick and simplified analysis on various results pages. The question that you might ask is: What do these results represent?
Here are some elements we'll use to answer that !
All items ranked by employees are arranged by order of importance, resulting in an importance score ranging from 0 to 100%.
The most important factor will have a score of 100%, representing the factor positioned highest in terms of importance - meaning it is endorsed by the largest number of employees.
Factors positioned at the same rank and with a comparable quantity will have the same level of importance. Consequently, multiple factors may share the same level of importance.
Items identified as priorities result from a calculation that combines the importance score with the engagement score.
Here are some points for consideration to enhance your understanding and interpretation of various elements related to the importance question:
The priority of actions is not exclusively tied to the importance of a factor but also to the engagement score.
For example, the most important factor might still be your 3rd priority because its score is not as low and critical as other elements with a slightly lower importance ranking but significantly higher criticality in terms of score. The platform will perform this calculation on the Organizational Health page to determine priorities. There is therefore a fundamental difference between what importance is and what high-impact areas for action are.
The Employer Brand page displays factors in order of importance according to your employees.
The ranking table on the Employer Brand page helps you qualitatively reflect on which elements to emphasize in terms of employer branding.
Let's take a concrete example: the relationship between colleagues has been identified as one of the most important factors for your employees, but the score is very high, so this element is not identified in the action priorities. However, this information remains highly relevant for you, as it indicates the importance of recruiting employees for whom team synergy and mutual support are crucial to maintaining this positive team spirit.
A strength can also be a priority. It's not an error!
This may seem surprising at first glance, so let's use an analogy to explain.
Consider a hockey player who excels at scoring goals in the corners but is equivalent to the rest of his team in terms of speed or blocking.
Scoring in the corners is his greatest strength, but it's also his priority because he needs to work on this skill to maintain his superiority. Since he is equivalent to other players in other skills, he will focus on his most important skill. Scoring in the corners is at the highest level of importance for him, and that explains why this skill appears in both strengths and priorities.
In terms of mobilization, this situation can occur when the majority of your engagement factors have similar scores or when some factors are significantly more important than others.
Let's take another concrete example: Work-life balance has a relatively high engagement score, like the majority of other factors, but it has also been ranked as one of the most important elements. Therefore, it falls under your strengths, considering that you perform well in this area, but it also falls under priorities because it is the most important, with a score comparable to other engagement elements.
TL ; DR - Even though employees already consider this element a strength, it is so important to them that the impact of its improvement remains very strong, making it a priority for action.
Factors labeled as "less important" can still be strengths.
For example, on the Employer Brand page, you might see that the relationship with the manager is the greatest strength and is the 10th most important factor.
This situation typically occurs when your employees have very different viewpoints. More concretely, it could be illustrated by a ranking table with several factors having a similar level (e.g., having 10 elements with an importance level between 80% and 100%). The 10th item in importance is, however, very close to being as important as the top 9 items.
In this case, it is highly relevant to further your analysis by applying filters to observe how employees distinguish themselves through which attributes or groups (e.g., filtering on managers vs. workers). A group where priorities are more similar will have much more linear levels of importance, meaning that the percentage of importance will vary more significantly from one factor to another.
In short, this analysis will then enable you to implement separate action plans for certain groups and have a much more personalized and adapted approach to their reality.