This article will guide you through the metrics on the Overview Screen. Metrics are quantifiable measurements used to evaluate performance, trends, and insights across various areas of an organization. They provide data-driven evidence that helps leaders understand engagement, satisfaction, sentiment, and operational effectiveness.

Response Dispersion Index (RDI)

The Response Dispersion Index (RDI) helps assess how varied responses are across a Likert scale. By calculating the standard deviation, RDI highlights whether there is strong agreement or diverging opinions among respondents. This metric is especially useful for understanding cohesion within an organization.

RDI values range from 0 to 3, with color coding to simplify interpretation:

• Lower RDI (closer to 0, green): Responses are clustered around a single value, indicating strong consensus.
• Higher RDI (closer to 3, red): Responses are widely spread, signaling polarization or disagreement.

A lower RDI suggests alignment in employee sentiment, while a higher RDI may indicate differing perspectives that require further analysis. By tracking RDI, organizations can identify areas of agreement or division and take proactive steps to improve engagement, communication, and decision-making.

Sample Calculation:

Using the Agile Mindset extract, we’ll have the following calculation of the RDI for the entire dataset:

Metric	Value
Overall Raw Standard Deviation (RDI)	1.143938865
Overall Scaled RDI (0-3)	1.715908298

For an organizational overview, we analyze RDI across teams and departments to gain a holistic view of sentiment trends. While we are still fine-tuning thresholds for color-coded representation, a preliminary breakdown might look like this:

• 15-20% of responses in the green range (low dispersion, high consensus)
• 30-40% in the yellow range (moderate dispersion, mixed responses)
• 15-20% in the red range (high dispersion, significant disagreement)

By refining these categories, we aim to provide a clear, actionable view of organizational sentiment.

Satisfaction Index

The Satisfaction Index provides a quick and clear measure of overall sentiment by calculating the percentage of responses that fall within the positive range (4 or 5 on a 5-point Likert scale). This index helps organizations gauge overall satisfaction and identify areas for improvement.

The index is presented as a straight percentage and can be color-coded for easier interpretation:

• High Satisfaction (green) – Above 75-80%
• Moderate Satisfaction (yellow) – 60-75%
• Low Satisfaction (red) – Below 60%

A higher Satisfaction Index suggests that respondents have a positive perception of the organization, team, or specific topic being measured. A lower score may indicate areas of concern that need further attention.

Sample Calculation:

Metric	Value
Overall Satisfaction Index (%)	73.88887173

For organizational insights, we analyze the Overall Satisfaction Index to assess trends across teams and departments. While still refining thresholds, an example breakdown might look like this:

1. High Satisfaction (Above 75-80%)
   • If the Satisfaction Index is above 75-80%, it suggests that the majority of respondents perceive the organization, team, or topic positively.
   • This indicates a strong alignment with desired behaviors, practices, or satisfaction levels.

2. Moderate Satisfaction (60-75%)

1. • Your dataset falls within this range at 73.89%, meaning most responses are positive, but there’s room for improvement.
   • While the majority are satisfied, a non-trivial portion (26%) provided neutral or negative responses (1-3 on the scale).
   • This suggests a generally favorable perception but also some areas where respondents are less confident or engaged.

3. Low Satisfaction (Below 60%)

1. • If the index were below 60%, it would indicate widespread concerns or disengagement.
   • In that case, targeted interventions would be necessary to address dissatisfaction.

By continuously refining our data analysis, we aim to provide organizations with actionable insights to improve employee experience and engagement.

Dissatisfaction Index

The Dissatisfaction Index measures the percentage of responses that fall on the lower end of the Likert scale (1 or 2). This index helps organizations spot potential issues early and identify areas that may need attention.

Like the Satisfaction Index, this metric is presented as a straight percentage and can be color-coded for easy interpretation:

• High Dissatisfaction (red) – A significant portion of respondents are unhappy, signaling potential challenges.
• Moderate Dissatisfaction (yellow) – Some concerns exist, but they may not be widespread.
• Low Dissatisfaction (green) – Few respondents are dissatisfied, suggesting strong performance in this area.

While the Satisfaction Index highlights positive sentiment, the Dissatisfaction Index provides a crucial counterbalance, helping organizations understand the full picture. A rising dissatisfaction trend may indicate emerging issues that require immediate action.

Sample Calculation:

Metric	Value
Overall Dissatisfaction Index (%)	12.72199

For organizational insights, we analyze the Overall Dissatisfaction Index to assess trends across different teams, departments, or topics. We are still refining the thresholds, but a preliminary interpretation might look like this:

• Low Dissatisfaction (Below 5%) – Indicates a strong performance in this area with minimal concerns.
• Moderate Dissatisfaction (5-7%) – Some issues may exist, but they are not necessarily widespread.
• High Dissatisfaction (Above 7%) – A significant portion of respondents report dissatisfaction, indicating potential risks that require attention.

For instance, if our dataset shows that an average Dissatisfaction Index of 5% is typical, then a 2% index would be excellent, whereas anything beyond 7% might signal serious concerns. By tracking these trends, organizations can take proactive steps to address potential problems before they escalate.

Engagement Level

The Engagement Level measures the percentage of respondents who select the extreme ends of the Likert scale (1 or 5). A high Engagement Level suggests that respondents feel strongly about the topics, indicating a high emotional or conceptual connection to the questions.

This metric can be presented as a straight percentage and color-coded for easier interpretation:

• High Engagement (many 1s and 5s) – Strong opinions, indicating either strong buy-in or strong resistance.
• Low Engagement (mostly 2s, 3s, and 4s) – A more neutral response pattern, suggesting lower emotional investment.

Understanding engagement provides deeper insights into how respondents feel about key topics:

• High engagement with high satisfaction (mostly 5s) → Indicates strong alignment and buy-in.
• High engagement with high dissatisfaction (mostly 1s) → Suggests frustration or resistance.
• Balanced high engagement (both 1s and 5s) → May indicate polarization in responses, where people feel strongly in opposing directions.
• Low engagement (mostly 2s, 3s, and 4s) → Could signal disinterest, indifference, or unclear survey questions.

Sample Calculation:

Since the Engagement Level captures both positive and negative intensity, its interpretation depends on the context.

Metric	Value
Total Responses	32377
Total Strong Agreement (5s)	12783
Percentage of Strong Agreement (5s)	39.48173086
Total Strong Disagreement (1s)	1054
Percentage of Strong Disagreement (1s)	3.25539735
Overall Net Engagement Score (%)	36.22633351

A positive Net Engagement Score means more respondents feel strongly in favor of the topic, while a negative score suggests stronger dissatisfaction. This adjustment helps organizations determine whether high engagement is driven by positive support or negative resistance.

By using Engagement Level alongside the Satisfaction and Dissatisfaction Indices, organizations can better understand how much people care about a topic—and whether that sentiment is supportive or critical.

CA Net Score (CNS)

The CA Net Score (CNS) provides a quick, at-a-glance measure of overall engagement by calculating the percentage of positive (4-5) and negative (1-2) responses. Similar to the Net Promoter Score (NPS), CNS serves as a proprietary index for gauging overall employee sentiment and engagement.

This metric is expressed as a single numerical value, making it easy to track engagement trends over time.

Interpreting CNS Scores

• High CNS (Closer to +100) → Strong engagement and satisfaction. The majority of responses are positive (4s and 5s), indicating a highly engaged and satisfied workforce.
• Moderate CNS (Between 0 and +50) → More positive than negative responses, but with some neutral or dissatisfied employees. This suggests room for improvement in key areas.
• Neutral CNS (Near 0) → Balanced sentiment, meaning equal levels of positive and negative responses. This may indicate mixed or polarized opinions, where some employees feel engaged while others are struggling.
• Negative CNS (Closer to -100) → High dissatisfaction or disengagement. A significant portion of responses are negative (1s and 2s), highlighting major concerns that require attention.

Why CNS Matters

• Provides a single, clear engagement score by combining satisfaction and dissatisfaction into one index.
• Enables trend tracking to see whether organizational initiatives are improving sentiment over time.
• Enhances reporting by offering a more nuanced view of employee engagement beyond just average scores.

Sample Calculation:

Metric	Value
Total Responses	32377
Total Positive Responses (4s & 5s)	23923
Percentage of Positive Responses	73.88887173
Total Negative Responses (1s & 2s)	4119
Percentage of Negative Responses	12.72199401
Overall CA Net Score (CNS)	61.16687772

Beyond high-level overviews, CNS can be calculated at the survey item level, helping organizations pinpoint areas of strength and concern in specific topics. While averages provide a general picture, CNS adds depth and context, ensuring that engagement insights are more actionable and precise.

We are also exploring integrating CNS into standard reports, as it offers valuable insights into organizational health and employee sentiment. Given its versatility, it could become a core engagement metric alongside Satisfaction and Dissatisfaction Indexes.