Peakon - Manager Dashboard

Main score

The main score of each question set displays at the top of each dashboard. It's possible to display your scores in Average or NPS mode.

Action plan visibility

- The My team actions tab in the Action Plan pages of their leaders, if the action is on the manager's main My Team segment. Although managers can choose whether to share their action plan with employees, it's not possible to completely hide action plans so that they're not visible to senior leadership if they have the appropriate permissions.

When a manager creates an action plan, it's visible on:- Shared dashboards, if the manager set the action as shared and generated a shareable link.- Employee personal dashboards, if the manager set the action as shared and your organization has enabled personal dashboard access for employees.- Their dashboard, when directly viewed by other managers with full access.

Benchmarks

Your company-level results use external industry benchmarking, while segments typically benchmark against the company's main score, for each question set—the difference to benchmark displays on each question set's dashboard. True Benchmark helps account for demographic differences between segments and benchmarked areas..

Focus areas

When each survey round closes, Peakon determines the drivers that represent strengths for teams and recommends drivers for improvement. Although scores from the engagement drivers do not directly contribute to the main score of the question set, some drivers may have a larger impact on the main score than others.

2. Do not challenge employees. When someone raises a concern on Peakon that you disagree with, it's not a good idea to argue online. It's best to wait for the next team meeting to address the group and share your point of view without singling out individuals. 3. Try to discover whether this is a common issue. Sometimes it takes an individual to flag something before you can discover if this is a common problem that many of your team care about. 4. Feel free to ask for suggestions on how to improve. Employees' feedback leads to action, making comments more solution-focused. The conversations feature speeds up this process, a significant benefit.

Comments

Peakon provides the unique ability to enter into a dialogue with employees, in response to the comments they provide through the survey. Doing so, the employee information remain confidential, but can still provide the extra detail that you sometimes need to understand and address an issue. Here are some guidelines to using conversations most effectively: 1. Never ask an employee to reveal themselves. Peakon allows confidential employee feedback. Breaching this trust could lead to survey avoidance and HR escalation.

Question set dashboards

Managers can access dashboard summaries of survey results for the standard Peakon question sets. Remember to navigate through the different question sets to obtain detailed information.

Improve

Remember this: The filters on the Improve hub empower you to view resources by question set (and the specific driver, if chosen) or resource type. Leaders have access only to resources for the question sets available in their dashboard. Additionally, each driver dashboard has its own Improve tab with contextual resources.

Improvement Hub provides customized training and guidance for leaders, informed by input from their teams. In the Improve hub, leaders can:

• Create action plans.
• View recommended resources.
• Complete micro courses.
• Learn more about how specific drivers influence engagement.

Analysis

Within the analysis area, you have the ability to thoroughly review your data broken down by segments, drivers, or a specific question.