Impact on Engagement tells you which survey questions are most strongly linked to overall employee engagement.
It's not just looking at which questions scored badly. It's asking:
"If we improved this area, how much would it likely improve overall engagement?"
Example
Let's say these two questions both score 60% positive:
| Question | Positive Score | Impact on Engagement |
|---|---|---|
| "I have the right equipment to do my job" | 60% | Low |
| "I feel valued by my manager" | 60% | Very High |
Even though the scores are the same, WorkBuzz has found that people who feel valued by their manager tend to be much more engaged overall.
So if you're deciding where to focus improvement efforts, the second question would be the bigger priority because improving it is likely to have a greater effect on engagement.
What the system is doing
Behind the scenes, WorkBuzz looks at survey responses and identifies:
- Which questions are most closely associated with high engagement.
- Which questions best distinguish engaged employees from disengaged employees.
- How strongly each question predicts overall engagement.
It then labels each question with an impact level such as:
- Very High Impact
- High Impact
- Medium Impact
- Low Impact
How to use it
A useful way to read the results is:
- Low score + High impact → Biggest opportunity for improvement.
- High score + High impact → Strength to maintain.
- Low score + Low impact → Worth noting, but not usually the top priority.
- High score + Low impact → Nice to have, but less critical to engagement.
So in one sentence:
Impact on Engagement helps you prioritise actions by showing which survey topics are most likely to move overall engagement if improved.