How to build an Employee Experience Dashboard for HR and Senior Leaders

Learn how to design and share an employee experience dashboard with your HR team in this tutorial video. I'll show you the key features to include and the important considerations for making your dashboard easy to understand for all levels of expertise. Using Qualtrics, we'll walk through the top filters and widgets, including the engagement summary, trendline, demographic breakout, and text analysis tools. We'll also cover the scorecard and heat map pages, as well as how to effectively use open-ended feedback to drive change in your organization. Join me as I demonstrate how to create a dashboard that clearly communicates data and inspires action in your business

[@atanasgeorgiev4312]

Hi Devan, thank you so much for this video!

[@user-vo6xi6qy3m]

Hello,
I'd appreciate a tutorial on how to do this in power bi if possible please!

[@shewoo3959]

This is amazing!

[@DevanBernardino]

Thanks Shewoo,
Let me know what other content you would like to see.

[@sarahaguiartchechel8588]

Hi Devan, Do you mind explaining how you determined the components that make up engagement? My consultant chose only the NPS question, but I don't think that makes sense. Do you mind expanding on it?

[@DevanBernardino]

Hi Sarah,
Understanding employee engagement involves considering multiple factors that contribute to it. It's not solely about the likelihood of employees recommending their workplace, like the Net Promoter Score used for customers. There are broader aspects to take into account.
The three essential components of employee engagement are:
1. Recommend (Likelihood to Recommend): This aspect measures how likely employees are to recommend their organization as a good place to work. It gives insight into their satisfaction and overall sentiments about the company.
2. Motivate (Discretionary Effort): The "Motivate" component explores employees' willingness to go beyond their regular duties and contribute extra effort. It reflects their level of dedication and connection to their work.
3. Personal Accomplishment: This component focuses on how employees feel about their work, finding meaning and purpose in what they do. It addresses the importance of a sense of accomplishment and how it impacts engagement.
These components were determined by Qualtrics through a process that involved academic research, practical experience, and validation work. This is why the questions have Global Benchmarks.
While your consultant chose to use the NPS question for employee engagement, which is a good starting point, it's worth noting that relying solely on one question may not provide a complete understanding of the underlying factors driving engagement. Considering all three components can give organizations a more comprehensive view of their employees' sentiments and identify opportunities for improvement.
Here are some resources articles
www.qualtrics.com/blog/employee-net-promoter-score-enps-good-measure-engagement/
www.xminstitute.com/blog/enps-employee-experience-metric/