The Insights KPIs show how leadership, working atmosphere, and engagement are perceived in your team. They help you identify strengths and detect potential issues early on. This article explains how to interpret the KPIs, when to take action, and which tools can support you.
KPI Overview
KPI | Above Average | Critical |
Leadership | > 7 | < 4 |
Working Atmosphere | > 6 | < 4 |
Engagement | > 7 | < 4 |
👉 Scores in the mid-range (4–6) are neutral – worth taking a closer look and gathering additional feedback.
Leadership
Score interpretation:
Above 7: Very positive leadership style.
Below 4: Critical, action required.
Recommended actions:
Openly discuss expectations in a team meeting.
Run an anonymous leadership survey to identify root causes.
Review insights from the Anonymous Text Box.
Schedule 1:1 meetings to understand individual needs.
Offer coaching or training on communication and leadership.
Introduce regular feedback loops (e.g., monthly pulse surveys).
Apply best practices from high-performing teams.
In case of strong self-/external perception mismatch:
Hold a personal meeting (on-site or via call).
Address differences openly.
Underestimation: Show appreciation and positive feedback.
Critical feedback: See Feedback Rules and Tips for Critical Feedback.
Working Atmosphere
Score interpretation:
Above 6: Above average, positive climate.
Below 4: Critical.
Recommended actions:
Discuss workload, stressors, and wishes in a team meeting.
Launch an anonymous job satisfaction survey.
Analyze responses from the Anonymous Text Box.
Organize team-building activities (workshops, offsite events, afterwork).
Review work processes: Are roles and resources clear?
Explore flexible work models (e.g., remote or hybrid).
Celebrate achievements and milestones visibly.
Engagement
Score interpretation:
Above 7: Above average, strong engagement.
Below 4: Critical.
Recommended actions:
Address wishes openly in team discussions.
Use an anonymous engagement survey to understand root causes.
Consider feedback from the Anonymous Text Box.
Involve employees more strongly in decisions and project design.
Provide clear development opportunities (training, career paths).
Strengthen a culture of recognition (regular praise and appreciation).
Review workloads and redistribute resources if needed to avoid burnout.
Feedback Rules
To keep feedback constructive and impactful:
Descriptive, not judgmental
Clear and precise
Focus on changeable behaviors
Feedback should be requested, not imposed
Provide feedback promptly, considering emotions
Tips for Critical Feedback
👉 Critical feedback should be delivered carefully and respectfully. Use the feedback rules as a guideline to address sensitive topics constructively.