10Pulse is how we measure employee engagement within your organisation in Perform & Engage 365. It shows you which areas of employee engagement need your focus so you can really impact how your people are feeling and performing.
The five areas of employee engagement
10Pulse goes a step further than sentiment, which is typically used to measure mood. It gives you detailed insights into each of the five areas of employee engagement based on sentiment and how your people are using Perform & Engage 365. These five areas are:
- Feeling valued
- Job satisfaction
- Discretionary effort
- Pride
- Advocacy
10Pulse uses a series of AI algorithms to calculate each factor, powered by the sentiment analytics across your people’s Perform & Engage 365 check-ins, manager feedback, and platform usage.
Easy to interpret insights with clear action points
10Pulse shows your company’s average engagement levels on an easy-to-interpret scale between 0 and 10. This overall score is determined from five underlying factors of Employee Engagement calculated by the model. For each of the five areas we also provide individual scores.
A score below 3 would indicate an area of weakness and above 7 an area of significant strength.
Perform & Engage 365 provides the overall and factor scores at organisation, department and team levels within your analytics dashboard.
How 10Pulse is calculated
10Pulse uses a proprietary algorithm to calculate each factor across a ten-week rolling window. This means that you should wait at least ten weeks before analysing your 10Pulse score.
The algorithm looks at feedback and manager comments in combination with platform usage, for example:
- The base sentiment score calculated from feedback
- The volume and pattern of recognition or mentions
- Willingness of employees to share successes
- Levels of employee visibility via manager pass-ups
- Platform engagement based on employee and manager usage
- Goal updates and progress (where available)
The overall score is calculated from the individual factors with an equal weighting across each one. You can find more details on our sentiment modelling in our Sentiment Analysis guide.
What 10Pulse can tell you
These five areas, when combined, indicate if an employee is engaged or not. Digging deeper into each area’s metrics shows you which areas need most attention, rather than relying on less-specific high level sentiment scores.
Accurately predict staff attrition
The 10Pulse model was correlated using machine learning with traditional forms of assessing engagement such as engagement surveys. We can confidently link low 10Pulse scores to higher staff attrition. A low 10Pulse score correlates to a 60% chance of an employee leaving in the next 6-months.
Frequently asked questions
Is 10Pulse month-specific?
No. 10Pulse is calculated using a ten-week rolling window, rather than a specific calendar month. This means that the score reflects engagement trends over time, and activity from previous weeks continues to influence the current score.
As a result, changes in engagement may take several weeks to be fully reflected in your 10Pulse results.
Are previous periods included in reporting averages?
Yes. Because 10Pulse uses a ten-week rolling window, data from previous weeks continues to contribute to the overall score until it falls outside the ten-week period.
This means that reporting for a particular week, month, or quarter may still be influenced by engagement data from earlier periods.
Do missed check-ins affect the 10Pulse score?
Potentially, yes. 10Pulse combines sentiment analysis with participation and platform usage data within its ten-week rolling model.
When a check-in is missed, no feedback or sentiment data is available for that period, and participation levels may be lower. If missed check-ins occur regularly, they can contribute to a lower or less reliable 10Pulse result because the model has less engagement information from which to calculate trends.
However, a missed check-in isn't necessarily treated as a specific score or value within the calculation. Instead, its impact is reflected through reduced participation and engagement signals.