How to Read & Interpret StayFactor
Understanding StayFactor at its Core
What is StayFactor?
How does the algorithm work?
StayFactor is Peoplelogic’s proprietary, patent-pending algorithm that measures engagement levels to help People Leaders, HR Managers, and the Executive Team combat burnout while decreasing turnover. At its core, StayFactor continuously aggregates engagement and burnout factors. Whether you are measuring activity levels, meeting durations, connectivity levels, work-life balance, workload stability, process efficiency, or interaction behaviors, StayFactor has your back! This helps People Leaders develop a tight-knit employee community based on positive communication, healthy collaboration, and feedback – all in real-time.
Interpreting StayFactor Engagement Scores
What does each engagement score mean?
How should I take advantage of engagement data?
When you log into Peoplelogic, you can immediately see where each team and employee ranges in their engagement. Diving deeper into each score:
Highly Engaged (green): score of 71-100 = keep up the magnificent work!
Engaged (blue): score of 60-71 = almost to the top.
Neutral (yellow): score of 45-60 = time to put in work.
Disengaged (orange): score of 30-45 = needs immediate attention.
Highly Disengaged (red): score of 0-30 = quickly troubleshoot issues to triage!
Utilizing StayFactor to Improve Engagement Levels
How do StayFactor subcategories roll up into the main engagement component?
Our Spring ‘23 Release brought us new StayFactor categories. Now each score shows a breakdown of the above areas to highlight what’s positively and negatively affecting the total StayFactor score. By clicking the arrow underneath each StayFactor score, you can dig into which categories are positively or negatively impacting engagement levels.
Overall Activity: the sum of all daily responsibilities, such as projects, tasks, issues, communication, etc.
Work-Life Balance: measurement of the work week and workday lengths, and how much this employee or team gets pulled into weekend and after-hours work.
Interactions: participation and collaboration with other people or groups.
Meetings: we're measuring for a healthy balance; too many meetings can lead to burnout or lack of focus time; too few can lead to isolation and missing out on important information.
Recommendations (Recs): how many recommendations in the platform are surfacing for an employee compared to their team and the overall org?
Tenure: each company and team have an average tenure; as employees get closer to that amount, the higher their risk is of leaving.
No matter which subcomponents increase or decrease, StayFactor will point you in the right direction to quickly handle early warning signals of disengagement or burnout, so you can mitigate attrition. Our goal in creating these new subcategories is for People Leaders to spend less time interpreting data and win back time to identify which areas of the holistic employee experience are affecting overall engagement, productivity, and performance.
Incorporating StayFactor into your Daily Engagement Management Practice
How can I use StayFactor data to increase employee engagement while decreasing burnout?
Let’s say a newer employee (we’ll call her Jane) is still holding a neutral StayFactor score a few weeks post-onboarding. Typically, we’d want to see Jane increase her engagement levels to the Engaged or Highly Engaged categories during (and definitely after) onboarding. However, Jane has routinely been scheduled for too many meetings, which takes up precious time to focus on more strategic work, pressuring her to work after hours to complete daily responsibilities.
Jane’s manager, John, noticed that her StayFactor score was decreasing in work-life balance as overall activities, meeting participation, and interaction behavior skyrocketed. By using Peoplelogic to note these changes, John quickly held a one-on-one with Jane, where they were able to recalibrate her meetings to a healthier cadence.
Within a couple of weeks, Jane’s engagement climbed to Highly Engaged. In their next meeting, Jane noted that she’d never felt more excited to attend her meetings now that she had dedicated time to knock out responsibilities. John was stoked to help Jane beat a burnout curve, and the team continued to grow closer together in communication and collaboration.
What is StayFactor?
How does the algorithm work?
StayFactor is Peoplelogic’s proprietary, patent-pending algorithm that measures engagement levels to help People Leaders, HR Managers, and the Executive Team combat burnout while decreasing turnover. At its core, StayFactor continuously aggregates engagement and burnout factors. Whether you are measuring activity levels, meeting durations, connectivity levels, work-life balance, workload stability, process efficiency, or interaction behaviors, StayFactor has your back! This helps People Leaders develop a tight-knit employee community based on positive communication, healthy collaboration, and feedback – all in real-time.
Interpreting StayFactor Engagement Scores
What does each engagement score mean?
How should I take advantage of engagement data?
When you log into Peoplelogic, you can immediately see where each team and employee ranges in their engagement. Diving deeper into each score:
Highly Engaged (green): score of 71-100 = keep up the magnificent work!
Engaged (blue): score of 60-71 = almost to the top.
Neutral (yellow): score of 45-60 = time to put in work.
Disengaged (orange): score of 30-45 = needs immediate attention.
Highly Disengaged (red): score of 0-30 = quickly troubleshoot issues to triage!
Utilizing StayFactor to Improve Engagement Levels
How do StayFactor subcategories roll up into the main engagement component?
Our Spring ‘23 Release brought us new StayFactor categories. Now each score shows a breakdown of the above areas to highlight what’s positively and negatively affecting the total StayFactor score. By clicking the arrow underneath each StayFactor score, you can dig into which categories are positively or negatively impacting engagement levels.
Overall Activity: the sum of all daily responsibilities, such as projects, tasks, issues, communication, etc.
Work-Life Balance: measurement of the work week and workday lengths, and how much this employee or team gets pulled into weekend and after-hours work.
Interactions: participation and collaboration with other people or groups.
Meetings: we're measuring for a healthy balance; too many meetings can lead to burnout or lack of focus time; too few can lead to isolation and missing out on important information.
Recommendations (Recs): how many recommendations in the platform are surfacing for an employee compared to their team and the overall org?
Tenure: each company and team have an average tenure; as employees get closer to that amount, the higher their risk is of leaving.
No matter which subcomponents increase or decrease, StayFactor will point you in the right direction to quickly handle early warning signals of disengagement or burnout, so you can mitigate attrition. Our goal in creating these new subcategories is for People Leaders to spend less time interpreting data and win back time to identify which areas of the holistic employee experience are affecting overall engagement, productivity, and performance.
Incorporating StayFactor into your Daily Engagement Management Practice
How can I use StayFactor data to increase employee engagement while decreasing burnout?
Let’s say a newer employee (we’ll call her Jane) is still holding a neutral StayFactor score a few weeks post-onboarding. Typically, we’d want to see Jane increase her engagement levels to the Engaged or Highly Engaged categories during (and definitely after) onboarding. However, Jane has routinely been scheduled for too many meetings, which takes up precious time to focus on more strategic work, pressuring her to work after hours to complete daily responsibilities.
Jane’s manager, John, noticed that her StayFactor score was decreasing in work-life balance as overall activities, meeting participation, and interaction behavior skyrocketed. By using Peoplelogic to note these changes, John quickly held a one-on-one with Jane, where they were able to recalibrate her meetings to a healthier cadence.
Within a couple of weeks, Jane’s engagement climbed to Highly Engaged. In their next meeting, Jane noted that she’d never felt more excited to attend her meetings now that she had dedicated time to knock out responsibilities. John was stoked to help Jane beat a burnout curve, and the team continued to grow closer together in communication and collaboration.
Updated on: 17/11/2023
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