This topic helps to explain what you should look for when viewing your analysis data, and how best to use that information to make positive change.
The analysis chart plots the overall scores in each of the 4C model 16 sub areas. At the bottom of this page is a pdf which you may find useful to print out and use when looking at your analysis data.
Each bar shows the average score across all survey respondents. Hovering over the bar will show you the exact percentage score and provide some supporting text around that area.
You'll also see two lines plotted on the graph. These are showing the minimum and maximum scores that were marked for each of the 16 areas. These can be very important and sometimes provide as much, if not more insight than the overall scores - more on this further below.
What is a good score?
This is a commonly asked question and it's natural to want to know 'do I have a problem in my team?'. If you average scores are all around 50% or below, then clearly you have a team who is not hugely happy and need a lot of support. However, try to look at the data as a whole and the areas that score lowest, regardless of what those scores are.
It's also important to take account of factors you know may have recently affected that team. Perhaps a significant change in management, a merging of teams, instability in your industry, etc.
Ok, that makes sense, but you'd still really like to just know what score is good, bad or in-between. Here's what we would say:
- Good - 80% or higher. It's highly unlikely for any team to score 100%. Even in the perfect role there are usually always some areas of improvement. If your score is exceeding 80% then generally speaking things are looking good. But do check your lowest score (the line graph). This may point to problems with a small number of the team.
- Average - 67% to 79%. This is the middle ground. No need to panic. Clearly there are some areas for improvement, but overall this is a reasonable score. Check the highest and lowest scores, how big is your team?
- Poor - 66% or lower. Why is this poor? On average, respondents in this area spend at least a third of the time with some sort of problem. That's likely to be having a material impact on happiness, engagement and productivity. Not only will this be problematic for the business, but also your people are probably carrying a burden that could be affecting their personal lives.
Reading the Analysis graph
Here's an example analysis graph with some items for thought and consideration.
First of all consider the 4C model 4 key areas.
- Cognitive - all about how well people understand the company mission, needs of its customers and their own and other teams roles in achieving this.
- Capability - all about having the right knowledge, training, skills and resources to get work done successfully.
- Connection - the invisible ‘human stuff’ that makes or breaks a team - attention, social connection and a sense of authentic status.
- Confidence - five key indicators you really should monitor to keep the team on song.
The scores in the Confidence area will most likely be a result of the causes of issues raised in the first three areas. So to help improve those five key indicators, look at the scores in the first three areas. Where scores are particularly low, reading the team comments in the Reports may well help identify the issues at hand.
Looking for trends
The minimum and maximum scores are an important factor in understanding your data. Looking at the above chart we can see:
- Personal Performance (the second red bar) has a fantastic high score of 97%. The highest score is 100% and the lowest 90%, so we know everyone in this team is very clear on what is required of them.
- Attention (the first green bar) is low at 63% pointing to a team issue. But also, everyone generally feels the same here, with the most positive person only score 70%. The max line score is showing 90-100% scoring in all areas other than this one, so clearly it's an area that all members feel their is room for improvement.
- Status (the third green bar) is also low at 63%, but most worryingly in the team someone has scored as low as 20%, suggesting a serious issue. With our Guru product you can of course view individual scores and start a discussion with that person(s).
- A final pointer - as a general view we suggest you look at both ends of the graph. If your 'Company and customers' and 'Personal performance' scores are both high (first two bars in the red Cognitive area) and your 'Meaning' score (final bar in the blue Confidence area) are high - then you have a great starting point. People understand your business, understand what is required of them, and get a feeling of meaning and purpose from the work they do. That's a great place to be!