Engagement & analytics glossary
A shared language for HR, people analytics, and leadership teams — drawn from how Corpmetrix runs programmes in practice.
Citeable definitions for programmes and search.
- PEACE®
Corpmetrix’s name for the leadership conversation after an employee survey. It gives HR, CEOs, and boards a shared language for retention, performance, and the decisions that follow listening. Programmes run in Arabic and English across Saudi Arabia, Egypt, and the UAE.
- Action Hub®
Corpmetrix’s workspace that turns survey evidence into owned work. AI-assisted interventions, simple commitments for managers, and tracking from team to enterprise — so managers never open a blank action page.
- ACT™
Corpmetrix’s name for the path inside Action Hub®: Analyze, Commit, and Track & Test. Managers start from the survey, commit to a short list they can influence, and the organisation looks again at whether people felt the change.
- Organizational Health Index (OHI)
A commercial name buyers use when searching for organisational health assessments. Corpmetrix provides independent Organizational Health Index / organisational health survey programmes — consulting-led design, fieldwork, analysis, and action planning. This is not McKinsey’s proprietary OHI instrument, and Corpmetrix does not claim McKinsey affiliation or benchmarks.
- OHBI
Organisational Health Benchmark Index — Corpmetrix’s comparison band so leaders can see what “good” looks like against industry and regional norms, not only their own absolute scores. Distinct from the commercial Organizational Health Index (OHI) assessment service.
- Employee engagement
How motivated and committed employees are to contribute — not only how content they are with conditions. Corpmetrix measures engagement with the proprietary PEACE® model, then turns results into an improvement plan leaders can own.
- Employee satisfaction
How content employees are with their conditions (pay, tools, environment). Satisfaction is not the same as engagement: buyers often search for a satisfaction or staff survey when they mean a full engagement programme. Corpmetrix covers that intent with PEACE® measurement plus delivery.
- Employee experience (EX)
The cumulative journey of interactions an employee has with the organisation — from hire through exit. Engagement programmes, pulses, onboarding, and exit surveys are instruments for understanding and improving that journey.
- Employee lifecycle
The stages of employment from attraction and onboarding through performance, development, and exit. Corpmetrix programmes map listening instruments (engagement, pulse, 360°, onboarding, exit) to the stages that matter for retention and performance.
- Pulse survey
A short, recurring survey between major engagement cycles to track mood, progress on actions, and emerging issues. Pulses keep leaders close to the workforce without waiting for the next annual programme.
- 360-degree feedback
A multi-rater assessment of leadership behaviours from managers, peers, direct reports, and sometimes customers. Results are shown by group only when the group is large enough that a person is not identifiable.
- eNPS (Employee Net Promoter Score)
An advocacy signal: whether employees would recommend the organisation as a place to work. eNPS is a headline. PEACE® is the proprietary model used to interpret the wider employee engagement survey.
- Onboarding survey
A listening instrument early in tenure to check role clarity, manager support, and whether the new hire intends to stay — before disengagement or early attrition sets in.
- Exit survey / exit interview
Structured feedback from departing employees about why they leave and what would have kept them. Exit listening complements engagement cycles by explaining regrettable attrition in PEACE® language leaders can act on.
- Leadership assessment
Evaluation of leader behaviours and effectiveness — often via 360° feedback — so development plans target observed gaps rather than self-perception alone.
- Culture diagnostic
A structured read of organisational norms, fairness, and cohesion. Diagnostics help leaders see whether stated values match everyday behaviour. PEACE® is the proprietary model used to read the wider engagement survey.
- Engagement driver
A factor that moves engagement scores. Drivers tell leaders where to intervene, not only whether the overall index rose or fell. PEACE® is the proprietary model used to read those results.
- Action planning
Turning survey findings into owned interventions with clear owners, timelines, and follow-up. Corpmetrix Action Hub® supports this with ready interventions and tracking so heatmaps become work, not slides.
- Benchmark
A comparison point — industry, regional, or internal trend — so leaders interpret scores in context. Corpmetrix uses OHBI and programme norms so absolute numbers are not read in isolation.
- Response rate
The share of invited employees who complete the survey. High participation strengthens trust in the results; Corpmetrix programmes typically target strong response rates through multichannel distribution and clear confidentiality messaging.
- Anonymity threshold
The group size below which a result is not shown, so a reader cannot identify a person. The floor is confirmed for each programme.
- Manager effectiveness
How well people leaders create the conditions for engagement — clarity, fairness, coaching, and follow-through on “you said / we’re acting.” Manager packs and Action Hub® commitments make effectiveness measurable after a survey, not only during it.
- Psychological safety
The belief that people can speak up, ask for help, or admit mistakes without punishment. It matters for honest survey comments and for 360° feedback that leaders can trust.
- Stay interview
A structured conversation with current employees about why they stay and what might cause them to leave. Stay interviews complement survey data with qualitative signal before exit risk becomes exit.
- Sentiment analysis
Automated classification of open-text comments as positive, negative, or mixed. Corpmetrix applies AI theme and sentiment analysis in Arabic and English so leaders see patterns without reading every comment manually.
- Open-text / verbatim analysis
Thematic reading of free-text survey answers. AI clusters themes and sentiment across languages; consultants and HR still govern interpretation so sensitive comments stay confidential and actionable.
- Heatmap
A visual cut of survey scores by hierarchy, function, or location so leaders see where engagement is strong or weak. Heatmaps are a starting point for action planning, not the end of the programme.
- Continuous listening
An operating rhythm of engagement cycles, pulses, and action follow-up — not a one-off annual survey. Continuous listening keeps PEACE® language and Action Hub® commitments alive between major fieldwork windows.