Key Takeaways

You’ve just completed a cycle that gathers ONA data - now what?

The Key Takeaways tab on the Surveys & performance dashboard in the Team menu shows your organization’s ONA data, as well as eNPS data, if collected, in a series of convenient visualizations!

Let’s take a look:

Impact

The Impact section displays the distribution of Outstanding Impact recipients in the organization, showing how many employees achieved each tier on a scale of increasing Impact (stars) awarded. This allows you to easily mouse-over the bars and view the employees who received the highest and lowest peer-awarded Impact counts in the organization.

Top Performers

Top Performers differ from impact by ranking employees by a combination of Outstanding Impact, Influence, and Heads Up frequency. This report also allows you to quickly scan for results that might indicate an interesting dynamic to explore, such as a high frequency of both Outstanding Impact and Heads Up for the same person.

Outstanding Impact v Tenure

This report recognizes that people tend to become more valuable contributors to an organization the longer they stay and the more they become responsible for. The interesting data points in this report tend to be the outliers who have either long Tenure and low Impact, or, conversely, short Tenure and high Impact.

Distributions by Data Slices

The next 2 reports, Outstanding Impact Distribution and Average Outstanding Impact and Tenure, can be sliced by an important field in your dataset, such as Department or Location, so you can compare groups of employees to one another in terms of their collective impact as perceived by their peers.

Influence

The Influence section displays very similar reports to the Impact section, only instead of highlighting employees with outstanding personal impact, the Influence section highlights employees who energize and motivate others to achieve, which is a different kind of excellence that is hard to measure without ONA.

Just as with Impact, we often see that a small number of individuals tend to have an outsized ability to influence in the organization. Here is the first report in the section, which shows a typical pattern:

You’ll also see reports in this section for Breakout influencers," "Super-influencers," and "Below potential influence," with definitions shown in platform and below:

eNPS

For organizations that use the eNPS feature, the aggregated data collected around whether employees would recommend their workplace to others will be displayed in the eNPS section.

Engagement Survey

For cycles that include Engagement, results are summarized in the Engagement Survey report, which shows a heatmap for the Likert questions used in the cycle to measure employee engagement. This allows you to quickly identify areas of higher and lower organizational sentiment and engagement.

You can also view the text responses to questions with answer fields, without the respondents’ names or departments attached.

Talent Matrix

If your organization is using a Talent Matrix (such as a 9-Box), your employee data mapped to the Matrix criteria will appear in the Matrix visual format in this report, which displays categories, % of workforce in each category, and (upon mouseover) the criteria for assigning employees to each category.

To set up a Talent Matrix/9-box, you’ll need System Admin permissions in Confirm to access the Cycle Admin area. In the cycle you would like to add a Talent Matrix to, expand the Manager Review phase and scroll to the bottom of the phase. Click the button called "Add talent matrix," which will create a new matrix matching the defaults, which are as follows:

You can edit the new matrix by clicking the "Edit" button and changing the items as desired:

As a reminder, the values that lead to placement of an employee in a particular matrix box are the result of manager ratings and calibration, and so are not directly editable in the matrix itself.

Competencies

The Competencies report summarizes the most-cited Strength and Growth skill areas that employees mentioned in their own self-reflections. These are great data points to guide training and development opportunities within the organization! Catering to Growth areas that employees themselves have expressed an interest in pursuing can result in more enthusiastic participation in training.

Concerns

The Concerns report highlights employees whose peers indicated that they could benefit from additional support in the organization. It’s important to remember that this isn’t necessarily an indicator or poor performance, but rather that peers have noticed that the employee seems to be struggling in some way (potentially personal rather than professional) and might need additional training, resources, or simply empathy and care during a difficult time.

Recommended Actions

Throughout the Key Takeaways page, you’ll see recommended actions to possibly take with your data. In addition to recommended actions to take in relation to Impact, Influence and Concerns, you’ll also see "Final Recommendations" at the bottom of the page. Consider taking any of these actions with your company’s particular context and culture in mind. Remember that communicating and taking action as follow up to your ONA cycles is likely to encourage employees to participate in the process ongoing.