Home Awesome Product Update: All About That Actionability and Accuracy

Product Update: All About That Actionability and Accuracy



Since our last check-in, lattes have turned into cold brews; rain into bright sunshine; and buds into fragrant flowers.

Amid these changes, one thing remains constant- the Officevibe team has been hard at work generating experiences that elevate managers and their teams.

Curious as to what we’ve been up to? We’ve rounded up a selection of last month’s most exciting product enhancements just for you. Happy reading!

What’s new on Officevibe in July:

We’ve breathed new life into our Improve section to inspire managers to think outside the box when improving the health of their teams. Whether it’s educational content or actionable ideas, there’s something for everyone.

To offer a more accurate representation of your scores, Officevibe now calculates ratings for Metrics and Sub-metrics over 90 days, as opposed to 30.

It’s important to us that administrators get the most accuracy out of their Reports, which is why we’re now exposing the results for all Survey questions in our Question Report .

Improve’s Got A New Groove

Psst! Don’t feel like reading? We prepared a short video just for you 😛 TAGEND

improve section walkthrough video

At Officevibe, we’ve constructed it our mission to help managers become better leaders of better teams.

From gathering honest feedback to making Custom Polls specific to your workplace, our Product team has been committed to building 360 -degree experiences that support managers’ key interactions with their teams.

In fact, a 360 -degree Officevibe experience goes beyond keeping a heartbeat on your team. It includes collecting information from your squad, analyzing, planning, communicating, and taking action.

A holistic experience therefore involves navigating through what we call the Employee Engagement Loop. Take a peek 😛 TAGEND


Let’s zoom into the Act part of the loop for now.

Although it’s considered as the final stop in the loop before it begins again, Acting is likely one of the most important components.

It’s about being able to assimilate your learnings with your team as well as implementing new practices and initiatives. It’s also about learning what works, or doesn’t work, with your team. And of course, it allows you to grow as a administrator and be enhanced your leadership skills.

Taken together, the “Act” part of the loop allows you to engage your squad in the solution. It also provides rich learning opportunities that empower you to move on and cycle through the loop once more.

Got it? Great!

Up until today, Officevibe’s in-app Improve section has catered to this part of the loop by offering directors curated content that targets the three lowest Metrics in their Engagement Report. While this tailored content offered some direction for improvement, it still needed a bit more oomph.

Following the freshen of Officevibe’s brand earlier this year( have you insured our brand-spanking new website ?!), we’ve been all about empowering managers to become better leaders of better squads. In line with these changes, we decided to spice up our Improve section and deliver fresh content on a regular basis.

The result? A space in-app where administrators of the workplace may find 😛 TAGEND

Ideas: Short and highly actionable notions that managers can employ to engage their squads and improve team dynamics. Content: Highly researched and informative reads for administrators who seek to improve their skills and become better leaders. Activities: Fun and engaging activities that are meant to strengthen bonds between squad members .
…” And of course, we retained the Recommended section based off your Involvement Report’s three lowest Metrics. The requirements of this regulation is solely composed of notions, content and activities to help you improve your team’s weaker phases.


Although each section works well on its own, it’s the combination of notions, content and activities that offer the best ingredients for a successful leader. This is why we also decided to create links between each section and offer additional resources to inspire managers to think outside the box.

Importantly, every piece of curated content is a result of our ongoing the investigations and interviews. This includes identifying what managers want and need in their work contexts, as well as considering current hot topics of the modern workplace.

Representative scores? Right this route!

Ah, statistical accuracy! Although not as alluring as a two-week stay in the Maldives, having full confidence in your results may be just as satisfying and relaxing.

After all, when your data is representative of the reality in your squad, doesn’t it become easier for you to taken any steps on areas that require improvement?

But I digress…

Over the past few weeks, our Product Team has adjusted rating calculations for Metrics and Sub-metrics. Rooted in data research, these changes ought to have tested in-house with our data science squad and are meant to provide more representative data that you can trust and rely upon when working on improving your team.

As Kim De Baene, Product Manager at Officevibe, states 😛 TAGEND

” Representative data is the key to understanding your team from every angle, and it serves as an important first step in terms of digging deeper into your team’s opportunities and weaknesses. Improved decision-making begins with data you can trust .”


As is the case with government employees Net Promoter Score( eNPS ), Officevibe will now consider the results obtained in the last 3 months( 90 days) as opposed to the last 30 days, when calculating Metrics and the overall Engagement score.

As you are able to guess, a longer timeframe means that employees have the time to answer more questions and contribute more data in 3 months than they would otherwise within 30 days. This provides a more precise and complete picture of your team’s pulse.

A longer timeframe also entails fewer score fluctuations and more stable trends.

What you need to take away from this 😛 TAGEND

Any variation from this stable trend, even small, will need to be considered by management as a potential region of improvement. Data will continue to be collected on a weekly( or bi-weekly) basis. This means that you will be able to view the evolution of your Officevibe outcomes continuously, as per usual.

Importantly, in an effort to better protect employee anonymity and create a climate of trust within your squad, we’ve also decided to make long-awaited improvements to the way we uncover scores.

Specifically, from now on Officevibe will merely expose ratings for Metrics and Sub-metrics that have 3 or more answers in groups of 3 or more someones.

Exposing Results for all Survey Questions

Last month we launched reliability rates in the Question Report. If you recollect, it looked a little bit like this 😛 TAGEND


Reliability rates were created to empower managers with trustworthy data and offer a holistic portrait of the direction of a team’s ratings. They also represented the first step towards offering directors with the most transparency possible in their Officevibe Reports.

With this month’s iteration, directors are now able to view the results for all Survey questions in Officevibe’s Question Report.

Exposing the results for all Survey questions offer rich insight into the health of one’s squad. It also empowers administrators with the information they need to better understand and dive into their Metric and Sub-metric scores.

In other terms, the Question Report may serve as a basis for identifying 😛 TAGEND

What’s going well; What’s not going well; And any underlying patterns specific to one’s team.

Consequently, nitty gritty Survey outcomes can be used to justify the launch of a new initiative- or simply as a springboard for digging deeper by means of a Custom Poll.

Remember! It’s what you do with data and feedback that matters.


Have any feedback or questions regarding what you simply read? Post a comment below, or write to us at support @officevibe. com. We can’t wait to hear from you!

Read more: officevibe.com


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