Based on extensive research using client data from organizations that took part in our study, the risk report highlights teams that show early indicators of these challenges, allowing you to allocate resources and support where it matters most. You can find the risk report in the reporting section of your account.

How does the risk report work?

The report analyzes key factors that have been shown to correlate with risk in teams. It groups risk indicators into three categories:

• Risk of underperformance: Our research shows that teams scoring low on Happiness along with low Team cooperation, Feedback and Accomplishment are more likely to report they are also underperforming.
• High staff turnover, or flight, risk: Low Happiness, Appreciation and Work-life balance was shown in our research to significantly increase the likelihood of people intending to leave their employer.
• Risk of burnout: The main drivers of a risk of burnout were found in our research to be low Work-life balance and Appreciation.

These risk indicators do not confirm that a team is currently underperforming, experiencing high turnover, or burning out. Instead, they highlight teams that may be at risk based on patterns observed in similar teams across our research database.

Understanding the Risk report

Each team’s scores and risk level is displayed using colour-coded indicators.

• Medium risk and scores of concern: Teams score is in the lowest 25% of team scores in our research data
• High risk and scores of serious concern: Teams score in the lowest 10% of team scores in our research data

Admins can increase or decrease the sensitivity of the risk report in their account settings. By adjusting sensitivity, you can choose to see more or fewer teams flagged as at risk, based on your organizational needs:

• 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%

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