Frequently Asked Questions
First, we look at your responses to questions about your experiences (“How challenging is your role?”, for example), and compare those to how you’d like things to be (“How challenging would you like it to be?”). We measure the gaps between those numbers.
If you answer 5 and 5 for both questions, the gap is zero. If you answer 7 and 5, the gap is 2.
We then average those gaps across all questions is a particular category – Role, for example – and turn it into a percentage.
If all of your gaps are zero, that converts into a score of 100% to show you have a perfect fit in that particular category. The more your gaps diverge from zero, the lower your percentage. If your gaps are all 6 (the highest possible gaps between 1 and 7) then your score would be 0%.
We then add a weighting multiplier depending on the relative importance of that category.
If the category is in your top five categories, we increase the weighting in a sliding scale (most important category gets the biggest weighting, next most important gets a bit less weighting and so on). This makes any gaps in your most important categories bigger.
If it’s in your bottom five categories, we reduce the weighting on a sliding scale. This makes gaps in your least important categories smaller.
Employee results are calculated only with reference to your own responses – we don’t take into account anything other than your answers in the most recent process.
We only share your results with your employer as aggregated data, and we only only show demographic breakdowns (by gender, age, seniority etc.) when there are at least three responses in each part of the breakdown – at least three male employees and at least three female employees in the case of gender breakdown for example.
The percentages for each category, and your overall score, should be as high as possible.
100% score is if everything exactly matches between how things are for you, and how you want them to be.
0% is if everything is the opposite of how you’d like things to be.
Anything 75% or above is very good. 50%-74% is okay but could be better. Anything below 50% is cause for concern.
We’re planning to let you share some elements of your scores on a voluntary basis over social media.
Regarding sharing your individual scores directly with your employer, we would advise against it. Even if you’re comfortable with doing so, it undermines the anonymity of the process, not just for you but for the other employees in your company.
Those other employees may feel pressure to share their individual results if others are doing so, and it could enable your employer to reverse-engineer individual results if they know yours and the breakdowns work a certain way in terms of the number of members of any cohort of age, gender, ethnic background etc.
We’ve worked hard to make the phrasing of questions very widely applicable, but if a question really isn’t relevant to you we’d advise you to score it as a 4 on the 1-7 scale.
However, please do try to engage with the questions in a positive way – even if the wording isn’t exactly what you’d have chosen we hope you can see what we’re getting at and will answer accordingly.
Go to Settings in the Company Admin section of the menu, and add, amend and delete your Locations as required.
It’s really simple – just ask them to go to app.workio.co – the rest should be self-explanatory.
If you like, you can give them a little explanation something like this:
We’re using Workio to help us measure, understand, and improve our company culture. It’s an anonymous process that takes less than 10 minutes. With our employees’ responses to Workio, we’ll be able to make work better for all of us. Please complete the process by ______________ so we can review the aggregated data at that time.
Yes you can, if you want to.
Your company admin has full permission control for what each of your employees can see or edit.
Just go to Members in the Company Admin section of the menu and click the pencil icon to provide visibility or edit rights (to control Settings for example) to other members of your senior team, or to any employees you wish.
For your overall results, in general scores above 75% are very good. 50%-74% scores are okay but could be improved. Anything less than 50% is cause for concern.
The higher the percentage, the closer the fit between what employees are experiencing, and how they would like things to be. If these line up exactly, you’d have a score of 100%. If they’re polar opposites, the score would be 0%.
If your question concerns the demographic breakdowns (age, gender, ethnic background, seniority level, team or department, location, or tenure (length of service), please see the FAQ on that subject.
Please take a look at the “How are employee results calculated?” FAQ answer first, to get an understanding of the employee level calculations.
For company level results, we aggregate and average out the employee results.
For the demographic breakdowns, we average each subset of employees – so we average male employees, and we average female employees, so you can see any differences in results between these different groups.
We break down the overall company results into their different subsets by age, gender, ethnic background, seniority, department, location, and tenure (length of service).
We take these details from the Profile section filled in by each employee, so it’s important that this is filled in accurately in order to give accurate results in the breakdown charts. Some options allow employees not to identify themselves as a particular group if they don’t wish to do so. This is the case in gender and ethnic origin.
We do not show breakdowns of the data where there are less than three employees in any particular group, to protect the anonymity of your employees’ responses. For example, if your company only has two male employees, and eight female employees, then we won’t show data in the gender breakdown chart.