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This guide will help you understand each page of your dashboard, what the metrics mean, and how you can use them to take action.
The dashboard has three main pages:
- Vitals – Your personal wellness snapshot.
- Organizational Scorecard – The big-picture view of the organization’s health.
- Theme Detail – Deep dives into specific topics.
Vitals
Your Vitals show how you’re doing right now in three key areas — Resources, Demands, and Work Life Balance.
These are connected, so shifts in one can impact the others. You can’t control everything, but identifying your needs and asking for support helps create an environment where you can thrive.
Check your vitals regularly. A change in one area often signals a shift in another, so watch for patterns.
Resources
- What it means: The organizational and job-related tools, information, and support available to you.
- Why it matters: Strong resources reduce stress and make it easier to perform at your best.
- How to respond: If resources drop, look for ways to remove bottlenecks or ask for additional tools or support.
- How we measure it:
- Poor – How are you even getting work done? Everyone needs some support.
- Fair – Some support is better than none.
- Good – It looks like people are at least trying to help make sure you have what you need.
- Excellent – Great! Let’s conquer the world.
Demands
- What it means: The physical, emotional, or psychological demands of your role.
- Why it matters: High demands without matching resources can lead to burnout.
- How to respond: If demands increase, check whether resources and support are keeping pace.
- How we measure it:
- Low – Sounds like a pretty good gig!
- Moderate – Some pressure, but manageable.
- Substantial – You're starting to feel it. Hopefully, you’ve got solid support.
- Intense – Are you okay? If demands are high, resources become critical.
A spike in demands without an increase in resources is a red flag for potential burnout.
Work Life Balance
- What it means: How you manage demands between your personal and professional life.
- Why it matters: Balance supports long-term wellness and prevents overload.
- How to respond: If balance slips, consider workload adjustments or clearer boundaries.
- How we measure it:
- Poor – You might need to carve out more space for life outside of work.
- Fair – Progress is happening, but you might still feel pulled.
- Good – Solid balance. You’re likely showing up where it matters.
- Excellent – You’re present and handling work well. That’s impressive.
- Time frame: Unless otherwise noted, scores reflect 6 months of responses.
Organizational Scorecard
The Organizational Scorecard is the big-picture view of how the organization is doing right now.
It combines three top-level scores with deeper theme-level insights, so you can see what’s driving the overall experience.
Use the scorecard to connect big-picture results with the more detailed Theme Detail page.
Top-Level Scores
- Organizational Wellness: Combines perceptions of demands, resources, and balance.
- Overall Engagement: Based on employee Net Promoter Score (NPS) questions.
- Culture: Reflects the shared values, behaviors, and norms across the organization.
Why it matters: These scores are key indicators of organizational health. They connect to the lower-level themes and help you track progress over time.
Top 5 Movers
Shows which themes have changed the most in the last 6 months — highlighting where momentum is building or slipping.
Focus on movers with big changes. They often signal emerging strengths or issues that need quick attention.
Questions Answered
The total number of responses we’ve received — more responses mean a clearer, more accurate picture.
- Time frame: Unless otherwise noted, scores reflect the most recent 6 months of responses.
- Score calculation: We average all available responses to the questions in that theme or category, then normalize to a 0–100% scale (100% = most positive response).
- Trend direction: The arrow is based on the slope of the response curve over the current 6-month window — not a comparison to a previous period.
Theme Detail
Theme Detail lets you zoom in on a specific topic.
You can track how scores have shifted over time, compare your group to the organization, and see which related questions are driving the theme score.
Use this page when you need to understand why a top-level score is moving.
Your Score vs. Organization Score
Shows how your selected group compares to the organization’s overall results for the chosen theme.
Lowest Scoring Theme Related Questions
Pinpoints specific items pulling down the theme score, so you know where to focus improvement efforts.
Low-scoring questions often highlight clear opportunities for action — even small improvements here can lift the entire theme score.
Sub-Theme Comparison
Breaks the theme into smaller focus areas — making it easier to see strengths and opportunities at a glance.
- Time frame: Unless otherwise noted, scores reflect the most recent 3 months of responses.
- Minimum responses: To protect anonymity, a score is shown only if at least 5 individuals could have responded given the selected group and time period.
- Exception: “Your” scores are always shown and reflect your personal average for that category.
- Score calculation: We average all available responses to the questions in the selected theme or sub-theme.
- Trend direction: The arrow is based on the slope of the response curve over the current 6-month window — not a comparison to a previous period.
Using This Dashboard
- Spot trends early – Look for upward or downward shifts in your vitals and top-level scores.
- Connect the dots – See if changes in one area (e.g., Resources) are linked to changes in another (e.g., Work Life Balance).
- Take targeted action – Use Theme Detail to focus on the specific questions and sub-themes that need attention.
- Share and discuss – Bring insights to team meetings to encourage open conversations and collaborative solutions.
Schedule a monthly check-in to review dashboard trends — small, consistent reviews prevent surprises.