Segments allow you to analyze data in detail for each area, group, or profile created in Happyforce, and to send questions, announcements, etc. to the employees in the selected segments.
The main segmentation is the org chart. The hierarchy you build in this section is the same one used to display your employees' information in the analytics section of the control panel, and it will also appear associated with the votes and comments left by employees in the app.
Additionally, when you invite a Manager to Happyforce, you will need to select their area of responsibility. This way, when they access the control panel or the app, they will only see and be able to act on the data collected for that area.
Start by creating an org chart for your company — define how many levels and organizational units you want it to have.
If your company is small or medium-sized (or you're still not sure how you want to organize it), we recommend creating a simple org chart with just the essential structure. If needed, you can add more departments or levels later, although we recommend keeping it as simple as possible.
Click on any area to add new sub-levels...
What if one of the departments in my company doesn't have enough employees to create a unit in the org chart? No problem! You can merge two departments into one if necessary.
The goal is to achieve good activation and participation as quickly as possible. For this, it is important that employees trust the tool and feel comfortable giving transparent and honest feedback. You can create more areas and levels later.
💡 Maintaining employee anonymity is important — it would be ideal for all organizational units to have at least 10 to 12 people.
Other ways to segment your data
We offer two additional segmentation options. While they are not required from the start, we leave them to your discretion if you wish to use them.
Profile questions: Happyforce creates three profile segments by default with the goal of providing a unified benchmark. These segments are: Age, Seniority, and Gender.
If you want to add a new value to one of the preloaded questions — for example, adding a new seniority range — you can customize these values. We recommend not modifying the default values, as they are used to provide a unified benchmark.
If needed, you can create your own profile questions — such as contract type, office location, or any other aspect that may affect how people experience life in the organization.
Groups: Through group configuration, you can cover a wide range of situations, such as onboarding surveys, exit surveys, temporary leaves, seasonal workforce, training groups, and more.