How the Risk report was created

The Risk report is built on two sources of data:

• A representative sample of 1,500 workers
• Longitudinal data from approximately 1,000 client teams actively using Friday Pulse

A combination of sources was used to allow for more nuanced and balanced analysis. The workers survey allowed for more unbiased data (as Friday Pulse users are already in organizations looking after happiness at work), however it is only a snapshot in time which can’t capture the dynamics of happiness, especially within and between teams. In contrast the longitudinal team-based data from Friday Pulse clients tracks changes in team experience and its impact on key organisational outcomes.

These two datasets enabled us to track team happiness and culture over time as well as understand their impact on key outcomes such as performance and turnover as well as burnout.

Using a mix of statistical methods (including regression, ANOVA, structural equation modelling, and multi-level analysis), we were able to identify that, alongside Happiness, five of the 15 Culture Profile variables explain the greatest variance in these risk outcomes.

Friday Pulse uses a proprietary algorithm to estimate the risk levels for each of your teams. The algorithm accounts for both the weight and distribution of the variables.

• Risk of underperformance: Teams showing low scores in Happiness, Team cooperation, (helpful) Feedback, and (sense of) Accomplishment are more likely to report underperforming. All varibles carry equal weight in the calculation.
• High staff turnover (flight) risk: Low scores in Happiness, Appreciation, and Work-life balance increase the likelihood that team members are thinking about leaving. Happiness has the strongest effect in the calculation followed by Appreciation and then Work-life balance.
• Risk of burnout: Burnout risk is associated with low Work-life balance – the strongest component of the calculation, as well as a lack of Appreciation.

It’s important to note that these risk indicators don’t confirm that a team is experiencing these challenges – they suggest that based on broader patterns, the team may be at increased risk of the challenge.

Understanding your Risk report

Each team’s score is displayed using icons:

• Medium risk and scores of concern: Team scores fall in the lowest 25% of all team scores in our research data.
• High risk and scores of serious concern: Team scores fall in the lowest 10% of all team scores.

Admins can adjust this sensitivity in Account Settings:

• Less sensitive: Allows you to focus on the most at risk teams, with medium risk teams scoring in the lowest 15% of team scores and high risk in the lowest 5%.
• More sensitive: Includes more teams in the risk analysis, flagging potential issues earlier. Medium risk is scores in the lowest 40% of team scores and high risk the lowest 15%

Admin, Analyst and Senior leader users can access the report. They will find the Risk report under Reports in your Friday Pulse account. These users can also export a PDF version of the report if needed.

How to take action based on risk indicators

Once you identify at-risk teams who may need some extra support, we recommend looking at their scores in more detail and discussing with the teams the challenges that they face.

Teams at risk of underperformance can be encouraged to improve their collaboration with other teams and ensure they have clear team goals. Regular, constructive feedback helps reinforce what’s working and addresses gaps promptly and regular team conversations to celebrate what’s working and address any frustrations early can help improve team happiness. Read more on the risk of underperformance here

Teams with a high flight risk may need support to help them to address any issues effecting team happiness, as well as how to build in ways to recognize individual and team achievements regularly. Read more on flight risk here

Teams with a risk of burnout will need to regain a healthy work-life balance for all employees in the team. They will also need to improve appreciation within and towards people in the team to ensure team members feel valued and recognized for their contributions. Read more on the risk of burnout here