The cheatsheet to understanding the scores
We use a consistent color scheme that has a specific meaning to make it more intuitive and easy to interpret the results across different metrics.
Here is the cheatsheet to help you understand what challenges and good looks like.
See values in text based table
See values in text based table
Color | Headline | Interpret as | Well-being | Strain | eNPS |
Dark green | Great | “Celebrate that. Only perfect is better.” | 85 → 100 | 0 → 15 | 50 → 100 |
Light green | Good | "Good job. Keep it up." | 78 → 84 | 16 → 22 | 25 → 49 |
Grey | Okay | “It could be better. But it’s okay.” | 70 → 77 | 23 → 29 | 0 → 24 |
Yellow | Challenge | “Act now before this turns into a problem.” | 60 → 69 | 30 → 39 | -24 → -1 |
Light red | Concern | “Don't ignore this - it's affecting morale.” | 50 → 59 | 40 → 49 | -25 → -49 |
Dark red | Problem | “Address to prevent workplace toxicity.” | 0 → 49 | 50 → 100 | -50 → -100 |
So when something is yellow it is because it is a challenge. That means it's not quite okay, but also not worrying enough to be a concern or a problem (yet). We'd recommend you act now before this turns into a problem.
Our colors are informed by, but not directly based on, benchmarks from your industry. We have millions of datapoints to help inform what levels should be considered great, good, okay, a challenge, a concern or a problem.
Want to know exactly how the scores are calculated? Here are guides:
Good scores lead to good outcome
At Zoios we've seen patterns across literally thousands of teams and people.
We have analysed the link to resignations and sick leave as well as correlations with being a promoter of the workplace. These insights have led us to the levels we use to assess if a score is great, good, okay, challenging, concerning or problematic.
But you could also be curious about your performance relative to others. In our opinion a score is not good simply because it's better than others, but comparing your scores to other's can add a unique perspective.
Benchmarks for well-being
Here are some cool benchmarks for well-being scores based on overall company scores from the Zoios database.
You need to score 84 or above to be in the top 10%, scores of 81 to 83 is in the top 25% and scores of 78 or better are above average.
If you score 77 or less you are below average, scores between 71 and 73 is in the bottom 25% (bottom quartile) and scores of 70 or less falls in the bottom 10%.
Benchmarks for eNPS
Here are some cool benchmarks for eNPS scores based on overall company scores from the Zoios database.
You need to score 62 or above to be in the top 10%, scores of 48 to 61 is in the top 25% and scores of 22 or better are above average.
If you score 21 or less you are below average, scores between -3 and -22 is in the bottom 25% (bottom quartile) and scores of -23 or falls in the bottom 10%.
How the 4 old levels translate into the 6 new levels
How the 4 old levels translate into the 6 new levels
If you've been a Zoios user for many years, you have experienced our 4 levels of judgement on scores; great, good, okay and poor. That has since been changed to be 6 more nuanced levels; great, good, okay, challenge, concern and problem.
The reason for the change
Essentially, the change is to provide a clear and intuitive description and level of the score - for both a person, a team and the company.
1. The old levels were sadly too forgiving
In many regards the old levels were too forgiving and we've learned, from more benchmarks and more data, that the bar is slightly higher than previous expected.
The previous level for okay was too broad and the range for good was too forgiving. The people at the top of the okay range/level were actually okay and nothing to explicitly worry about. However, at the bottom of the range, we found people who scored significantly below benchmarks, which posed a concern.
Another reason we introduced these new levels were to align them across all 3 people KPIs, Well-being, Strain and eNPS, making their interpretation consistent and more intuitive all over Zoios.
2. Clear assessment of the score
The lower ranges are more precisely defined to help answer: Is this just a challenge, a little concerning or a real problem?
The translation between old and new
The level for poor is translated into problem but with the same range. The level for great is more or less the same, but slightly higher to constitute being great.
We've found that the average company scores 78 on well-being whereas a score of 70 is at the bottom 10% — with that in mind, we can't say someone scoring 70 is doing good so we had to raise the range of good because of that.
Lastly, raised the range for okay while adding a couple more levels to provide a more nuance and accurate description of the score.
Old level | Old range | New level | New range |
Great | 80 → 100 | Great | 85 → 100 |
Good | 70 → 79 | Good | 78 → 84 |
Okay | 50 → 69 | Okay | 70 → 77 |
Poor | 0 → 49 | Challenge | 60 → 69 |
Concern | 50 → 59 | ||
Problem | 0 → 49 |