Engagement: Cohorts

Cohorts Page

The Cohorts Page provides the ability to analyze employee satisfaction and engagement by groups of employees and to compare the various cohorts' satisfaction factors versus the overall company-wide employee ratings on the same factors to identify areas of potential improvement with specific employee cohorts or groups of employees.

Satisfaction Trendline

The Satisfaction Trend Chart will display the historical satisfaction across all employees and selected cohorts for the selected period. The chart compares the historical satisfaction for up to 4 different cohorts and the overall employee satisfaction. Individual points on the trend chart are hoverable and will display a tooltip with the actual value at that point.    

Satisfaction Factors

The Factors radar chart will show the scores for the individual factors contributing to the overall satisfaction rating for the selected cohort and period. You can hover your mouse over a point to get a specific value representing the average score across all surveys and answers during the specified time range. 

Interactive Drill-down from the Satisfaction Trend Chart

It is also possible to investigate the factor scores contributing to the overall satisfaction score for a specific point on the trendline by selecting (clicking) the point on the trendline, which will update the factor radar chart to show the individual scores contributing to the overall score.

Cohort Analysis Heatmap

The Cohort Analysis Heatmap allows for comparison of cohorts across the various factors of engagement and satisfaction, and if enabled, eNPS scores. The Respondents column provides insight into the quantity of unique respondents who have answered at least one question on all pulse surveys conducted within the selected time period. This information allows you to get a better understanding of whether the values in the heatmap are representative of that group or if additional follow up with low engagement cohorts is needed. The first row of the table displays the overall scores across All Employees for comparison or benchmarking purposes with the different cohorts. 

The column headers can initiate column sorting to more easily discover which cohorts are more or less satisfied or engaged on certain factors. You can also hover over the cells in each factor column to see the unique respondent count and number of responses that make up the reported score. 

Employee Cohorts

The PerformYard Employee Engagement module provides the ability to get company-wide insights into engagement and satisfaction factors based on a periodic survey of all employees.   Employee cohorts represent groups of employees for use in analyzing employee engagement and satisfaction results for subsets of employees (departments, demographics, locations.) Individual employees can be members of multiple cohorts. For example, a new employee, Susan, is based in the east coast office and is a member of the New Hires cohort because she recently started as a new Marketing team member with the company.

Types of Cohorts

PerformYard offers support for two types of cohorts: static cohorts and dynamic cohorts.

Static Cohorts

Static cohorts represent a fixed list of employees that HR Administrators manually manage. Administrators are responsible for remembering to update the cohort to add or remove members as needed, for example, when an employee switches departments and no longer belongs to that cohort.

Dynamic Cohorts

Dynamic cohorts represent rule-based lists of employees that are automatically managed and kept up to date by PerformYard. For example, a cohort of all employees whose Department employee attribute is set to Marketing or employees whose location is set to East Coast.

Cohort Membership

A cohort is made up of zero or more employees.  In the case of dynamic cohorts, the membership can change over time automatically based on the rules defining the cohort.  For static cohorts, the administrator must manually add or remove members from an existing cohort. 

Cohort Analytics

When an employee completes a survey, they can be a member of one or more cohorts, either static cohorts where they were explicitly added as part of a list of employees or possibly in one or more dynamic cohorts where their employee attributes match the rules for the dynamic cohorts.  The employee survey answers are then "counted" towards those cohorts when visualized on the employee engagement and satisfaction dashboard.

Analytics for Newly Created Cohorts

When a new cohort is created, PerformYard will go back in time and look at past surveys to calculate the analytics and metrics for the cohort as if the cohort had been defined before the surveys were answered.  This enables HR Administrators to define new cohorts at any time.

Analytics for Updated Cohorts

Unlike when creating a new cohort, changes to an existing cohort are assumed to be "go forward" because they reflect new membership to a cohort from this point forward. In that case, survey answers by the newly added members should only contribute to future results.  For example, Susan was in the Marketing team the first half of the year but then got promoted to a sales role in the second half.  Any surveys and answers she completed in the first half of the year are associated with the metrics for the Marketing cohort. In contrast, the surveys she finished in the year's second half will be related to the Sales Cohort. 

Analytics for Duplicated Cohorts

As mentioned above, a Duplicated Cohort is treated as a New Cohort whose membership or rules were copied from an existing cohort.  Duplicating cohorts is helpful when creating multiple cohorts with similar members or rules.