Overview
The Employee Wellbeing dashboard helps you understand how your people feel about their workplace and how they are tracking against their goals. It brings together engagement survey results (eNPS), happiness survey results, and goal progress, so you can spot where wellbeing is low, see how sentiment changes over time, and identify any link between engagement and voluntary attrition.
The dashboard is organised into three tabs:
- Overview — headline scores, trends, and goal summary at a glance.
- Deep Dive — the same metrics broken down by a dimension you choose, such as location, business unit, or supervisor.
- Row Data — individual survey responses and goal records for detailed investigation.
This dashboard is most useful for HR practitioners and people leaders who want to monitor employee sentiment and act early where wellbeing is at risk.
Key Metrics
eNPS metrics
eNPS Score – The Employee Net Promoter Score, ranging from -100 to +100. It is the percentage of Promoters minus the percentage of Detractors. A higher score means more employees feel positive about working for your organisation. Each employee's most recent completed eNPS response in the selected period is used.
eNPS Promoters % – The percentage of surveyed employees who gave a score of 9 or 10.
eNPS Detractors % – The percentage of surveyed employees who gave a score of 6 or below.
eNPS Completion Rate – The percentage of issued eNPS surveys that employees completed.
Happiness metrics
Happiness Rating – The average happiness score across completed happiness surveys, on a scale of 0 to 10.
High Happiness % – The percentage of responses scoring 9 or 10.
Low Happiness % – The percentage of responses scoring 6 or below. This highlights employees who may be struggling.
Happiness Completion Rate – The percentage of issued happiness surveys that employees completed.
Goal metrics
Goal Progress – The average progress towards active goals, shown as a percentage from 0 to 100%.
Goals Overdue – The number of incomplete goals that are past their due date.
Goal Completion Rate – The percentage of goals marked as completed, excluding goals that have been abandoned.
Understanding eNPS
eNPS groups survey responses into three bands based on the score an employee gives:
- Promoters – scored 9 or 10
- Passives – scored 7 or 8
- Detractors – scored 6 or below
The eNPS Score subtracts the percentage of Detractors from the percentage of Promoters. Passives are counted in the totals but do not change the score directly.
Each employee is counted once per period, using their most recent completed response. If someone responds more than once in the selected period, only their latest score is included.
Understanding Happiness scores
Happiness responses are grouped into three bands:
- High – scored 9 or 10
- Neutral – scored 7 or 8
- Low – scored 6 or below
The Happiness Rating Over Time chart shows the mix of High, Neutral, and Low responses each quarter, so you can see whether sentiment is improving or declining.
How survey completion rate is calculated
Completion rate is the number of completed surveys divided by the number of surveys issued, shown as a percentage. It applies separately to eNPS and happiness surveys.
A low completion rate means fewer employees responded, so the scores represent a smaller part of your workforce. Review the completion rate alongside each score to judge how representative the results are.
Dashboard tabs
- Overview – Shows the latest eNPS, happiness, and goal scores as KPI tiles, along with trend charts and a goal summary.
- Deep Dive – Uses the Deep Dive By selector to break every metric down by a dimension you choose, such as location, business unit, gender, age group, or supervisor. Use it to compare teams and find where wellbeing is highest or lowest.
- Row Data – Provides detailed tables of individual happiness responses, eNPS responses, and incomplete goals, including comments and employee attributes. Use it to investigate the detail behind a score.
Visualisations
| Visualisation | What it shows |
|---|---|
| Latest eNPS Score | The most recent eNPS score for the selected period |
| eNPS Promoters % / Detractors % | The share of promoters and detractors among respondents |
| eNPS Form Completion Rate | How many issued eNPS surveys were completed |
| eNPS Over Time | The quarterly mix of Promoters, Passives, and Detractors |
| Happiness Rating | The average happiness score for the period |
| High Happiness % / Low Happiness % | The share of high and low happiness responses |
| Happiness Rating Over Time | The quarterly mix of High, Neutral, and Low responses |
| Employee Happiness and Voluntary Attrition | Happiness trend compared with the voluntary attrition rate |
| Goal Progress | The average progress towards active goals |
| Goals Overdue | The number of incomplete goals past their due date |
| Goal Completion Rate | The percentage of goals completed |
| Goal Progress Status | The number of goals at each status, such as Completed or In Progress |
| Happiness / eNPS / Incomplete Goals tables | Row-level responses and goal records on the Row Data tab |
[Screenshot: The Employee Wellbeing dashboard Overview tab, showing the eNPS, happiness, and goal KPI tiles]
Filters and navigation
Use the filters at the top of the dashboard to focus on a period or a group of employees. Filters apply across all tabs.
- Date – Sets the reporting period. Defaults to the last 365 days.
- Business Entity, Business Unit, Location – Focus on part of the organisation.
- Supervisor Name, Supervisor Status – Review a specific manager's team.
- Gender, Age Group, Years of Tenure – Segment by employee demographics.
- Employment Condition, Work Type, Work Class, Work Right, FTE, Pay Grade, Position Title, Probation Status, Leave Type – Segment by employment details.
On the Deep Dive tab, use the Deep Dive By selector to choose the dimension each chart breaks down by.
Tips for using this dashboard
- Segment by Supervisor Name or Business Unit on the Deep Dive tab to find teams where wellbeing is low.
- Compare the Employee Happiness and Voluntary Attrition trend to see whether falling sentiment is linked to more people leaving.
- Check the completion rate before acting on a score. Low response numbers may not represent the whole team.
- Open the Row Data tab to read individual comments and understand what is driving a score.
- Remember that eNPS and happiness scores use each employee's most recent completed response in the selected period.