Engagement & analytics glossary

Corpmetrix’s employee engagement model measuring five dimensions: Purpose, Empowerment, Achievement, Culture, and Evolvement. It gives HR and leaders one shared language from survey design through action planning, instead of a long list of disconnected scores.

PEACE® model

Whether people see why their work matters — for the customer, the company, and themselves. Purpose turns effort into commitment and, across Corpmetrix research cohorts, predicts intention to stay more tightly than almost any other single factor.

Whether employees have the trust, tools, and clear boundaries to act. Empowerment covers autonomy to decide and resources to deliver — so ownership and speed are possible without approval theatre.

Whether people can progress and win: clear goals, visible progress, and recognition for results. Achievement builds pride and keeps high performers growing.

Whether the workplace is fair, respectful, and cohesive. Culture covers psychological safety and shared norms — the system that makes the other PEACE® dimensions livable day to day.

Whether people are learning and adapting as roles and markets change. Evolvement keeps organisations — and individuals — future-ready beyond a single survey cycle.

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.

Action Hub®

Corpmetrix’s action methodology inside Action Hub®: Analyze, Commit, Track & Test. Survey-native actions use two KPIs — execution and experience — routed to enterprise, function, or team, with HR governing follow-through.

Action Hub®

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.

How motivated and committed employees are to contribute — not only how content they are with conditions. Corpmetrix measures engagement through the five PEACE® dimensions, then turns scores into action plans leaders can own.

Engagement survey

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.

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.

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.

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.

Pulse survey

A multi-rater assessment of leadership behaviours from managers, peers, direct reports, and sometimes customers. Corpmetrix 360° programmes use anonymity thresholds (typically three raters per group) so individuals are not identifiable in the packs leaders receive.

360° feedback

An advocacy signal: whether employees would recommend the organisation as a place to work. Use eNPS as a headline metric; use PEACE® dimensions as the diagnostic. A rising eNPS with falling Empowerment is a warning, not a win.

A listening instrument early in tenure to check whether new hires understand purpose, have decision rights, see early wins, and know how to grow — before disengagement or early attrition sets in.

Onboarding survey

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.

Exit survey

Evaluation of leader behaviours and effectiveness — often via 360° feedback — so development plans target observed gaps rather than self-perception alone.

Leadership assessment

A structured read of organisational norms, fairness, and cohesion — closely related to the Culture dimension of PEACE®. Diagnostics help leaders see whether stated values match everyday behaviour.

Culture diagnostics

A factor that moves engagement scores — in Corpmetrix programmes, typically a PEACE® dimension or item family. Drivers tell leaders where to intervene, not only whether the overall index rose or fell.

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.

Action Hub®

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.

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.

The minimum number of respondents required before group-level results are shown. Corpmetrix typically uses five respondents for engagement reports and three for 360° rater groups, so individuals are not identifiable in dashboards or exports.

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.

The belief that people can speak up, ask for help, or admit mistakes without punishment. It sits inside PEACE® Culture and is essential for honest survey verbatim and for 360° feedback that leaders can trust.

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.

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.

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.

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.

Platform

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.