FAQs how to use DearEmployee Insights

In the menu item on the left you will find the most important results of the current survey at a glance under “Overview”. Here you can see the mood with the three indices health, motivation and loyalty to the company, the most important health complaints (plus/premiun), the most important working conditions, the key figures (plus/premiun) and the survey participation.

The drivers are the different working conditions from the employees` point of view. This is also referred to as stress factors. Depending on their nature, they can have a positive or negative influence on the health, motivation and corporate loyalty of employees.

In the results by clicking on the info icon on the left below the driver. There you will find a description of the driver and a note on how it was measured.

In the left menu item under the tab “Results” you will find all examined working conditions, sorted by action fields. Click on a driver to obtain a detailed evaluation including target groups and proposed measures.

In the left menu item, under the “Results” tab, you will find the various health complaints, divided into clusters. Click on a driver to obtain a detailed evaluation including target groups and proposed measures.

The indexes describe the stress on employees in terms of mental health, motivation and corporate loyalty. The indexes thus reflect the current mood in the company. If one imagines the indexes in a stress model, they are directly influenced by the drivers (working conditions). This influence can be positive (beneficial to health, motivation and corporate loyalty) or negative (harmful).

In the middle of the representation is the mean value and, if an older report is available, the change value since the last survey in the form of a trend symbol. The outer ring shows the distribution of employees among high, rather high, average, rather low and low values of the index or driver. Below this is the currently selected comparative value. Move the cursor over the different values or the distribution ring to display an explanatory text.

You can select up to 3 different comparison values for the indexes and drivers (using the pencil symbol within the indexes or drivers):

DearEmployee comparison: Shows the mean value of all DearEmployee customer projects.

Internal comparison: Shows the respective average value of the entire company.

Change: Only available if an older results report exists. In addition to displaying the change using the arrow symbol, you can also display the exact difference between the current value and the value from the last survey.

The mean value is the average value with which the employees have estimated a driver or an index. The mean value lies between 1 and 10 and it is always true that the higher the mean value, the better.

The outer ring shows the distribution of employees on this factor for each driver or index. This means that the percentage number of employees is displayed that has given low, rather low, average, rather high and high values. In addition, you will find the “tags” for the drivers, i.e. the reasons that were given most frequently for the positive and negative response tendencies and that can give an indication of possible causes for the result.

Both values are important: the mean value indicates the average value of a driver or index as a whole. However, the mean value makes it possible to compare the value of the company with an external benchmark (e.g. cross-sector mean value) via the comparison value or, in the case of filtering, to compare the value of a department with an internal benchmark (e.g. the company as a whole).

But: The mean value alone cannot be used to determine whether, for example, all employees have indicated an average value or whether there are groups of people with conspicuously low and high values. This statement allows a look at the different colour groups in the distribution. Interpreting the results.

The default comparison value is the DearEmployee comparison. This is the average value across all DearEmployee projects and thus across all sectors (no sector index!). Use this comparison value to better classify your own values.

The internal comparison again serves to compare individual units such as departments with the company as a whole – is the average value of my department higher or lower than that of the company as a whole?

The change shows the difference between the value and the previous year’s value. Accordingly, a positive value means that the value has improved, while a negative value indicates the opposite.

If you click on a key figure, you see the average value of the key figure in the respective group of people in the form of a bar chart (people with low, rather low, average, rather high and high values on the index). Of course, a group of people is only displayed if it exists in the company or in the currently selected filter. In addition, for comparison purposes, the overall average of the key figure for all 5 groups of persons is displayed in the form of a continuous line.

If you move the cursor to one of the bars or tap on it, the exact average value is displayed. You will also receive the following information:

The system displays the percentage share of the total person group and the share of this person group in the total number of key figures. For example, you can find out that only 5% of employees may be low-motivated, but that this 5% explains 20% of all sick leaves in the company.

The selection of the index can be changed in the tab above the grey area.

In the upper menu item you will find your company-specific filters. Select the unit for which you want the results to be displayed. Depending on the number of participants, these filters can also be combined.

The set filters remain when you switch between the overview views, their subpages or the drivers.

In the left menu item under “Recommendations” you can see the recommendations for action resulting from the most recent survey. This list is sorted by urgency. If you wish, you can filter these recommendations for action according to company objectives, priority class and fields of action. By clicking on a recommendation, you will find all the results on the driver as well as the target groups concerned and concrete proposals for action.

These are also available for Plus and Premium users in the left menu item under “Recommendations”. This list is also sorted by urgency, but no additional filter options are available. Instead of the mean value, the frequency of naming is displayed here. By clicking on a recommendation, you will find all the results of the health complaint as well as the target groups concerned and concrete suggested measures.

Use Insights for an overview of the most important fields of action: Under the menu item “Recommendations” you will find an overview of the most important recommendations for action. These can be filtered according to company objectives, priority class and areas of action. In addition, we will provide you with recommendations for action that directly match the suggested measures. We are happy to support you in planning and implementation: Please write to your DearEmployee contact.

Note: Necessary measures for mental and physical health should be implemented as soon as possible in accordance with the Working Conditions Act.

Depending on the recommended course of action, the appropriate proposals for measures, which can be implemented internally or externally accompanied or requested, are automatically displayed. The measures are divided into personal, organisational or technical measures, based on the proven T-O-P principle in occupational safety and health protection. In addition, these are categorized by type of measure, e.g. workshop, analysis or digital application. You can get an overview of possible measures and request them if required.

Click on the gear symbol in the upper right corner to access your settings.

Under “Your profile” you can change your name and password at any time. In addition, you can see which e-mail address you are registered with and which authorization (role) you have with your access.

You will receive your personal PDF report at the top right of the settings. This can be downloaded for each available investigation unit and the recommendations can be created according to the objectives of the company. The report contains all the necessary information to fulfil the documentation obligation according to §6 of the Working Conditions Act for Psychological Risk Assessment (§5 ArbSchG) and can also be used directly as a basis for a presentation for internal communication of the results.

Employees are company staff who can participate in the surveys but have no access to DearEmployee Insights.

Managers are company executives who can participate in the surveys and have access to DearEmployee Insights. There you can see the results of the entire company and their own organizational unit (e.g. department).

Administrators are responsible persons of the company (e.g. management, human resources) who can participate in the survey and have access to DearEmployee Insights. There you can see all results and have access to the user administration.

Consultants are external parties (e.g. project management of DearEmployee) who cannot participate in the survey but have access to DearEmployee Insights. There you can see all results for all customer projects assigned to you and have access to the user administration.

You can switch between your customer projects in the upper left corner of the settings. In order to change the customer project, you have to enter your password again.

Under “Customer – User list” you can see all users for whom an e-mail address has already been entered. Here you can search for, edit and delete users by role and status.

If an e-mail address has been stored for the employees, you will find this in the user list. Depending on your access rights, you will also find managers and administrators. You can make the following changes using the Edit icon:

PERSON: Here you can adjust e-mail and name and change (activate or deactivate) the user’s status and access rights.

AUTHORISATION: Here you can change the role of the user. For example, you can assign the role of manager to an employee here if this employee is supposed to have access to DearEmployee Insights with the results of their own organizational units. You can also define administrators.

ACCESSIBILITY: Depending on which organizational units are present in the system (e.g. activity, location, department), the user can be assigned accordingly.

ACCESS RIGHT: Only for managers. All company units that the manager is allowed to see are assigned here.

CHANGE PASSWORD: If a user has problems assigning a new password, you can assign a new password here. In such a case, inform the user that he will assign his own password after logging in.

If you click on the delete icon and confirm the deletion, all personal data of the user will be deleted from the system. However, depending on the role, not every role can be deleted. For example, an administrator can remove a consultant from the project, but not from the system. On the other hand, a consultant can never delete or remove the administrator of a project.

If the employees have not been invited by e-mail, but by invitation card, you will not find them in the user list to assign them a new role. In this case, you can manually “+ Add” individual users using the corresponding button. Enter the e-mail address, role and other required information there. As soon as you save the new user, he will automatically receive an invitation e-mail to DearEmployee Insights.

You can log out of DearEmployee at any time at the top right of the settings. If you forget to log out, you will be automatically logged out after one hour of inactivity.