Points of Attention / Focus areas

Dashboard > Focus areas

ℹ️ This new interface is visible for customers who have adopted the new version of Supermood (the "SuperScore" tab no longer appears on the left, it is merged with the SuperFeedback).

Available for : Admins ✅ Managers ✅

To improve your results, focus on the topics that matter the most!

Let's look at a specific example. Let’s imagine your score for “Work environment” is relatively low: you’ll be tempted to work twice as hard to improve that topic. But are you sure this topic matters to your coworkers? Maybe they have the most important concerns, and the work environment isn’t what drives their engagement for your organization? 

The focus areas feature helps you spot the most impactful topics for your coworkers, directly from the dashboard. It lets you move beyond low and high scores

What is an impactful topic?

The questions that are identified as the top topics are the questions that are most likely having the biggest impact on Engagement (or whatever measure you have set up as your key metric). So if you were able to improve your scores on these questions, you are likely to improve your score.

The analysis looks at how your people responded to your key metric and how they respond to all of the other questions. We look at people who are most engaged in your company (i.e., answer most positively to your metric) and identify which other questions they are more positive on than other people.

We also look at those who are least engaged and see what questions they are less positive about than other people. By doing this we can identify the questions that more engaged people are more positive about and less engaged people are more negative about.

Putting this information together gives us the questions that seem to have the most impact on your metric. This does not mean other questions are unimportant, it just means that the other questions have a less similar pattern in the way employees have responded when compared with the way employees responded to the engagement questions. It may mean for instance that the other questions are at a sufficient level for most employees - even though the score is not fantastic.

How are the high impact topics identified?

Impact is a word we use to refer to a statistical technique called correlation. A correlation between questions simply measures the strength of the relationship between the two. At Supermood, we use it to measure the impact of how coworkers correspond to all questions they are asked, in relation to any given question that is of interest to you.

The focus areas highlight the questions with a significant correlation value.

We have opted to show the two most impactful positively correlated questions and the two most impactful negatively correlated questions. This will allow you to quickly see which questions you need to focus your attention on the most.

How is the impact calculated, technically?

The specific statistic we use in most cases is called the Spearman correlation.

For a given metric, Supermood will fetch the last responses for all coworkers' that answered this question and compare this against their responses to other questions in the account.

The correlation score is transformed from a number between -1 and 1, into an impact score out of three:

1. If a correlation is close to zero, it means zero relationship. Hence an Impact score of 1/3rd corresponds to absolute correlations lower than 0.33
2. An average correlation, so an Impact score of 2/3rd corresponds to absolute correlations between 0.33 and 0.66
3. A high correlation, so an Impact score of 3/3 corresponds to absolute correlations higher than 0.66. The closer the absolute correlation is to 1, the stronger the relationship.

Which answers are taken into account for the analysis?

If a coworker has answered the same question in different surveys, we will only take their last response into consideration.

We also exclude some questions:

• Those being currently asked - only questions of finished surveys are analyzed.
• Those with less than a certain threshold of answers, for confidentiality purposes.

Those that have not been answered by any coworker who is part of the population filter being viewed.

SuperFeedback > Attention points

ℹ️ This interface will disappear to be replaced by the interface described above.

Also called Hot Air Balloon, this interface will let you quickly visualize the strong and weak points that impact your employee engagement

In a pulse campaign, this interface will help you understand the factors that are raising your engagement and the ones that are bringing it down.

How to use it

This functionality is automatically shown once you land on the results of your campaign. A central circle represents the overall engagement of your employees. Attached to this circle are 0 to 3 blue balloons, each associated with a question asked during the campaign. These blue balloons represent the strong points elevating your company, and the higher the balloon rises, the stronger its impact. In the same way, the red anvils represent the topics that are bringing your company engagement down.

These results will help you understand where to act, in order to raise employee engagement.

How does it work?

Every balloon/anvil is associated with an impact score. It is calculated by our algorithm and takes into account the following 2 elements:

• To what degree is the score that I received differ from the average scores of other questions. In other words, how unique is (for good or bad) is the question in comparison to other questions asked.
• The degree of influence that this question has over engagement. Some questions are more important than others from the perspective of your employees, and have a different impact on happiness! There is a correlation done with your SuperScore. If you haven't’ (yet!) activated your SuperScore then it will be difficult to understand which questions bear more impact on your company.

Questions and Answers:

I have a question with an average of ⅘ that is not in my strong points, while another with a score of 3.5/5 is a part of it. How come?

The question got great results (⅘) but it had nothing or very little to do with influence on the engagement. It is not reaching your employees as something fundamental.

I have a question with a result of 5/5! I was really proud of that but it doesn’t come up in my strong points. How come?

Same reason as the question before, but the subject doesn’t appear fundamental to your employees.

Could I have more/fewer balloons/anvils?

No. Depending on your questions and their impact the number of balloons can vary from 0 to 3. It is not possible to change them at the moment.

Am I compared to a benchmark?

No. If you’re looking for a benchmark for your company please send us an email at info@supermood.com

I have no attention points that show up. How come?

There are a few possibilities. Either all your questions have similar impact scores, therefore not very important to differentiate them. Or the impact scores are too weak to be pertinent.