The Happyforce Scores measurement method is based on two pillars:
Complimentary measurement: We measure more than 1 score at a time
Continuous measurement: We conduct frequent, regular measurements overtime
This method has been created in order to provide you with a global vision of the level of Employee Engagement in your organization so you can drive measurable improvements over time.Why continuously and not once a year
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The dominant instrument in this field is the annual engagement survey, and it has a well-documented weakness: it asks people to assess a whole year of experience in retrospect, which makes it vulnerable to recency bias. This is not an opinion â Kahneman and colleagues (2004) developed the Day Reconstruction Method precisely because retrospective assessment and lived experience diverge.
Continuous measurement is closer to experience sampling: many small observations captured close to the moment they occur. The individual data point is noisier, but the resulting time series is far more informative. That has three practical consequences for reading your data:
The trend is the signal, not the absolute number. A team at 62 tells you little in isolation; a team that fell from 71 to 62 in six weeks tells you a great deal.
You can see the events. Annual surveys average them until they disappear; continuous series show them with a date attached â a change of leadership, a restructuring, a reversed policy.
Response burden collapses. One question a day takes 20-30 seconds, which makes sustained participation viable where a 60-item survey produces fatigue.
Above all, it is what lets you close the loop: you act on a lever and watch how the series responds.
How often are the Scores measured?
Our 6 indicators are measured every month with the exception of the eNPS which is measured every trimester.Â
This is how it works:
Measurement of scores begins on the first Monday of each Month
During this month of measurement, the system automatically sends employees pulse questions directly to their app.Â
Each employee would be able to answer between 18 and 22 questions each month (not more, not less).Â
And Don't worry! Happyforce applies intelligent mechanisms to avoid the "fatigue by survey" effect. With this mechanism, we manage employees interactions with the app and the maximum number of questions to answer will be limited to 3 questions.Â
A score is 100% measured, when 3 months have passed. (Unlike eNPS which only takes 1 month to measure)
How are the Scores calculated?
The questions that make up the scores are 3 and 4 questions of two types:
Scale / Range question: "On a scale of 1-10...."
Multiple Choice question: Each answer has a different value
Based on employees responses, Happyforce calculates the final value of each factor. The score result is the average value of its factors.
In regards to the eNPS Score, its measured in a different way. With this Score, Happyforce applies the industry standard metric by asking employees simple question: "On a scale of 1 to 10, how likely are you to recommend your company as a good place to work?". Based on employees responses, we classify the results based on the industry standards as follows: ,
Score number 9â10: Promotors. These are the most motivated, satisfied and positive employees.
Score number 7â8: Passives. These employees are neutral. They are generally well, but not fully committed to your organization.
Score number 0â6: Detractors. These employees don't recommend your organization and they can be dissatisfied for diverse reasons, which you will be able to identify with the main scores.Keep reading
What are the Happyforce Scores? â what each indicator measures and what it rests on.
Participation: why we measure it and how to read silence â why sample size travels with the data.
Limitations of the model â what continuous measurement does not solve.