Wellness Profiles in Rally are based on a psychological methodology called Herzberg’s Two-Factor Principle.
What is the Two-Factor Principle?
Herzberg’s two-factor principle, coined by Frederick Herzberg, theorizes that employee satisfaction has two dimensions: essentials and motivators.
In this principle, satisfaction and dissatisfaction are actually not opposites. Alternatively:
The opposite of satisfaction is no satisfaction (importantly, it is not dissatisfaction).
The opposite of dissatisfaction is no dissatisfaction (importantly, it is not satisfaction).
You must focus on both maximizing satisfaction and minimizing dissatisfaction to achieve the greatest employee engagement.
Essential factors drive dissatisfaction.
These are the things a company should focus on at the very least to get employees in the door and prevent them from leaving quickly. Failing here won’t allow you to drive employee engagement. Consider this your defense and the bare minimum your people will expect of you.
Motivator factors drive satisfaction.
These are the things a company should focus on to inspire, empower, and support their people – and in turn, achieve organizational excellence. Consider this your offense and the opportunity to take your people and company to new places and greater heights.
How do these scores show up in Rally?
When you go into your wellness profile in Rally, you can see these essential & motivator factors right in the satisfaction tracker.
There you can track each of these factors over time and be proactive with yourself or employees as you see dips appear.
What is the Employee Satisfaction Index (ESI)?
The Employee Satisfaction Index (ESI) takes a look at how satisfied your employees are with their experience in your practice.
How do we calculate this score?
To get this score, we ask a specific set of questions each quarter that are independent of the essential & motivator factors. These questions dive into:
job satisfaction: how satisfied are they with their job?
employer satisfaction: how well do you, as their employer, meet their expectations?
employer rating: how ideal would they rate you as an employer?
What’s a good score?
The grading system is similar to passing grades in school:
0-4: Needs immediate action to avoid turnover & costly issues
5-7: Could use some improvement to be successful long-term
8-10: Awesome! Your team is satisfied with your practice
📌 Pro Tip: If your scores slip down a bit, take the time to dig into the individual motivator factors in the satisfaction tracker
What is the Employee Net Promoter Score (eNPS)?
The Employee Net Promoter Score (eNPS) denotes how likely an employee is to recommend a friend to work at your practice.
How do we calculate this score?
The concept of NPS is fairly ubiquitous but not always implemented in a way where you get thorough and representative results.
With Rally, we ask this question once a quarter, along with others, in association with login, so when your teams go to boop each other, submit magic wands, or check on their wellness scores, they’re prompted to respond to a few quick questions. This brings compliance of response up and gives you better data as their employer!
What’s a good score?
The scores for NPS are split up into 3 categories:
0-6 (Detractors): Your employees would actively tell people not to work at your practice
7-8 (Passive): Your employees don’t feel strongly enough about your culture that they would actively recommend or deter people.
9-10 (Promoters): Your employees would absolutely tell others to work at your practice - and likely have already!
What is the Culture Score?
The Culture Score dives particularly into how your employees feel about your practice culture & their place in it.
How do we calculate this score?
To get this score, we ask a specific set of questions each quarter that are independent of the essential & motivator factors. These questions dive into:
purpose: do they feel a sense of purpose in their work?
safety: do they feel safe in the practice?
working conditions: do they have the right tools & support to do their job well?
growth: are they growing personally & professionally?
What’s a good score?
The grading system is as follows:
0-4: Needs immediate action to avoid turnover & costly issues
5-7: Needs some improvement to be successful long-term
8-10: Awesome! Your team is satisfied with your culture
📌 Pro Tip: If your scores slip down a bit, start by looking at the satisfaction tracker of your team and dig into those areas!