The EEindex measures employees’ commitment and a sense of connection with the company. Starting July 1st, Heartcount will allow you to track employee engagement, through the semi-annual and annual EEindex, calculated based on questions asked in the period July-Dec and Jan-June. Twice during the year, at the beginning of January and July, you will receive the EEindex for the previous six months, and at the end of the year for the entire previous calendar year.

The EEindex obtained through Heartcount is a key performance parameter (KPI) that can be used in ESG reports. There is no need to conduct additional annual, semi-annual or quarterly satisfaction and engagement surveys that are outdated, irrelevant and expensive.

In addition to well-being and the standard seven dimensions of engagement at work we measure (feedback and recognition, personal advancement, job satisfaction, attitude towards the company, relationship with management, relationship with colleagues, and productivity and efficiency), we are introducing these three new dimensions. They will be measured on a semi-annual basis, based on answers to questions asked in the period July-Dec and Jan-June. You will receive the results twice a year, in January and July, for the previous six-month period.

How do these dimensions help in decision making?

Motivation is important because when a person is not motivated, they do not see the point in working and this is reflected in their productivity and quality of work. On the other hand, a high degree of motivation ensures energy and focus for quality and efficient performance of work tasks.

Autonomy speaks about how much a person feels empowered/independent at work, capable and free to carry out work tasks, as well as how much they think management has confidence in them. Information about autonomy can help decide on promoting or investing in an employee to be moved to leadership positions, but it can also give feedback on whether the respondent may be cooperating with a supervisor who micromanages.

Emotional exhaustion is a measure of stress at work and is related to burnout. Based on the data on emotional exhaustion, you can see which employees are at risk of burnout. We remind you that quitting is only one of the consequences of burnout. Others include, but are not limited to, negative impact on the culture and colleagues, lower quality of work and reduced productivity.

Well-being measured within the six-month period is a measure of the mental health of employees, and can be included in the ESG (non-financial) report in the part related to social responsibility (social element), information about the health and safety of employees.

Twice a year, in January and July, based on data from the previous six-month period, you will receive information about the well-being of employees through the percentage of time during which they felt good at work. It will be displayed like this:

"During the last 6 months, an average of 68% of the time employees felt good at work."

Scientific studies have proven that employee well-being contributes more significantly to job performance than job satisfaction. Additionally, well-being has a negative correlation with a phenomenon known as “quiet quitting”. To conclude, this metric can really tell you a lot about things that aren't openly discussed.

The answer scale is standardized and all questions will be answered on a classic 5-point Likert-type scale, namely:

5 - strongly agree

4 - agree

3 - neutral

2 - disagree

1 - strongly disagree

0 - do not feel comfortable answering this question, as option six.

By introducing a standardized scale, we report in a more valid statistical-methodological way on the overall achievement on seven dimensions of engagement at work, which further improves the possibility of comparing answers to:

Gallup is a #1 HR consulting firm globally that conducts regular global research, enabling companies that use similar methodology to compare their results to industry standards worldwide. The correlation between Gallup's survey and our questions is very high, as high as 0.88 (on a scale of -1 to 1).

Additionally, all questions from our database were checked in the previous period on a representative sample (snowball type), where their high reliability, validity and discrimination were confirmed. Our question database has been updated with new questions. New questions will help measure additional aspects of work engagement, as well as old dimensions from a new perspective.

Currently, if you want to change or edit a question, you need to contact our team to help you with wording, choosing a category and scheduling the date the question will be asked.

Since this process requires a certain amount of time, starting July 1st we will enable clients to modify or replace questions on their own, except for those that measure the EEindex.

Right now, the only possible option is to send/receive surveys weekly. Starting July 2023, the administrators will have an option to choose the frequency of surveying on their own, namely:

This feature will enable you to adapt Heartcount to your own needs.

The custom survey will be completely independent from the "pulse check" survey you have been receiving so far. It serves to further examine specific aspects of the business by asking tailored questions with customized response types (Likert scale, multiple choice, etc.).

Refreshed question pool with additional default questions that cover 8 key segments (Wellbeing, Feedback & recognition, Personal advancement, Job satisfaction, Attitude towards the company, Relationship with management, Relationship with colleagues, Productivity & efficiency) and question 3 new dimensions (Motivation, Autonomy and Emotional exhaustion).