How Collaboration Effectiveness Is Measured
Learn how Workplace Dynamics measures collaboration effectiveness through active feedback.
Employees are sent weekly surveys that ask them to provide peer feedback to the people they work closest with. Questions about collaboration experiences, skills, and styles are used to measure collaboration effectiveness. Responses to these questions are used to calculate a collaboration feedback score, identify the collaboration styles that an employee embodies, and determine the collaboration skills that an employee has or needs to work on.
Methodology
Workplace Dynamics uses collaboration circles to determine who to gather feedback from. As a result, employees will get feedback from colleagues they have collaborated with and peers closest to them in the organizational chart. Employees can see the collaboration feedback and get insights into their collaboration skills and collaboration styles in Personal Insights. For more information, see Personal Insights.
Collaboration feedback
Employees are asked to reflect and evaluate their colleagues based on recent collaboration experiences. Respondents can rate their experiences on a five point scale from significantly below expectations to significantly above expectations. They can also share comments explaining what went well and what could have been done better.
Note:
- Respondents have the option of not providing an evaluation if they feel like they have not collaborated with the employee enough.
- Respondents will not be asked to offer feedback to the same employee for at least five weeks.
The evaluations are used to calculate a collaboration feedback score for each employee.
The collaboration feedback responses are graded as follows:
| Response | Score |
|---|---|
| Significantly below expectations | 0 |
| Below expectations | 1 |
| Met expectations | 2 |
| Above expectations | 3 |
| Significantly above expectations | 4 |
| Can’t say, we didn’t collaborate enough | This response is not taken into account when calculating the collaboration feedback score. |
The collaboration feedback score is the average of all responses received over the last 13 weeks, divided by 4, and multiplied by 100. For example, an employee received 2 met expectations, 1 above expectations, and 2 significantly above expectations. The employee's collaboration feedback score is calculated as: ((Total Response Score / Response Count ) / 4 ) * 100.
- The Total Response Score = 2(2) + 1(3) + 2(4) = 4 + 3 + 8 = 15.
- The Collaboration Feedback Score = ((15/5)/4)) * 100 = 75.
Collaboration skills
Employees are asked to evaluate the collaboration skills of their colleagues. Given a collaboration skill, respondents are asked to select from a list of colleagues to indicate whether or not the individual has or demonstrates the specific skill.
If the respondent selects:
- Yes, agreeing with the statement, the collaboration skill is recognized as an area of strength and a positive response.
- No, disagreeing with the statement, the collaboration skill is mentioned as an area of improvement and a negative response.
Note: Respondents will not be asked the same question more than once every 13 weeks.
The peer evaluations are used to generate a visualization that displays the percentage of positive responses in Personal Insights. The collaboration skills are categorized into the following groups:
Communication
The collaboration skills in this group allow you to maximize personal impact and help your team succeed by building strong relationships and two-way communication with colleagues.
Emotional Insight
The collaboration skills in this group allow you to maximize personal impact and help your team succeed by demonstrating a positive attitude and providing emotional support to others.
Interpersonal Skills
The collaboration skills in this group allow you to maximize personal impact and help your team succeed by showing ethical behavior and putting the interest of others first.
Openness
The collaboration skills in this group allow you to maximize personal impact and help your team succeed by experimenting, finding innovative approaches to work, and being open to share new information with colleagues.
Team Work
The collaboration skills in this group allow you to maximize personal impact and help your team succeed by focusing on joint goals and promoting benefits of a collaborative and supportive team atmosphere.
Collaboration styles
Employees are asked to reflect on the collaboration styles of their colleagues. Given a statement, respondents are asked to select from a list of colleagues, the individuals that best represent or demonstrate the characteristics and behaviors described in the statement.
A response is recorded for each individual that appears in the list:
- A positive response is recorded for each individual that is selected.
- A negative response is recorded for each individual that is not selected.
Note: Respondents will not be asked the same question more than once every 13 weeks.
This comprehensive view of collaboration styles will help employees understand and be more self aware of the characteristics and behaviors they demonstrate when collaborating with others.
Workplace Dynamics categorizes the characteristics and behaviors of employees into the following collaboration styles:
Connect
Employees with this collaboration style are very communicative and demonstrate interest in their colleagues. They usually know who to direct their questions to and willing to share this information with their colleagues.
Knowledge
Employees with this collaboration style are recognized professionals in their field. They help the team achieve success with professional advice, expertise, and mentoring. Employees who demonstrate this collaboration style are the most valuable mentors in the company.
Support
Employees with this collaboration style are caring, supportive, and empathetic. Employees who demonstrate this collaboration style help to resolve conflicts and bring harmony. People ask them for advice and support. They are distinguished by kindness and a high level of empathy.