In addition to the Sentiment Overview analytics, the platform also provides more concentrated views of the sentiment within the business. Specifically, those with access to the analytics area can choose to view sentiment relating only to Forms, including individual forms, Goal Comments, Diary Notes and Performance Management Issues.
The value of this is that as the system administrator you can really narrow down where the positive or negative sentiment is originating from. Is it the Goals that are causing negative sentiment? Is one particular form generating negative sentiment? Is positive sentiment being created through the use of diary notes for recognition?
Whatever the answers may be, your ability to identify the cause of sentiment will allow you to act on this information to provide a motivated and productive workforce.
Why are 'Sentiment - Goal Comments' important?
intelliHR aims to empower your people with autonomy, clarity and direction. The in-goal chat feature helps employees and managers connect directly in goals and can be used to ask for help, offer support, give recognition or simply keep track of progress. Following goal progress fosters collaboration, communication and accountability.
Goals on the platform have been designed to encourage SMART goal setting. By using the 'Sentiment - Goal Comments' you can go one step further and ensure that the goal setting experience within your business is a positive one, one which motivates employees to achieve their potential and one which fosters an atmosphere of collective positivity around goal settings in the business.
There is a dedicated area in Analytics for Goals on the platform; however, the 'Sentiment - Goal Comments' allows you to see a visual summary of the goal comments language your people are using by looking at the emotional tone used. You can identify overall trends in sentiment over time and cross-filter by different business settings to pinpoint areas of opportunity and improvement when setting goals in your business.
Using the Sentiment - Goal Comments:
1. Reporting Period: Choose the period you wish to report on using the calendar at the top right of the screen.
2. Cross-filtering: You can cross filter your data to provide more specific insight into the sentiment related to Goal Comments.
- Goal Categories: The category of the goal where the sentiment originated. This can be a useful tool providing insight over the sentiment generated by different goal categories such as strategic or operational goals. For example, if strategic or operational goals consistently produce negative sentiment, intervention may be required to clarify what these goals are about, how to set SMART goals for these categories or perhaps a re-evaluation of the current categories.
- Progress Status: The progress status of the goals where the sentiment is originating from. This can be a valuable tool to help investigate if negative sentiment is only related to goals that are at risk or not started leading to essential questions regarding if the goals are unrealistic or if other factors are leading to negative sentiment around goals.
- Sentiment Score Distribution: The distribution of sentiment across all Goal Comments within your specified time period.
- Business Unit / Supervisor / Pay Grade / Gender /Work Type / Tenure: using any of these cross filters will let you investigate specific groups within your organisation to see if positive or negative sentiment is directly correlated with employees meeting the criteria identified by your use of filters. If sentiment in any of these areas is significantly more positive or negative than average these anomalies can then be investigated further.
- Row Data: The row data provides every instance of data generated by the sentiment in the goal comments over your specified time period. The strength of the row data is that each row links back to the original comment where the sentiment originated, allowing you to identify the exact sentence that created the sentiment. Note - the author of the sentiment is the user who made the comment. With regards to goals this may be different than the person who originally created the goal.