1. Employees press green or red to answer “How was your day?” when the shift ends
2. The online dashboard shows daily, weekly and monthly results
3. Fix something red! Then check the data to see if it worked 
What makes people press red?
Fix it.
Happy users in 60 countries
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Our methodology: Baseline Measurement
The perhaps hardest thing about leadership is to be sure you’re doing the right thing.
When trying to fix problems at your workplace, how do you know that the changes you make are effective?
Unless you know how big the problem was before the problem started, it is tricky, right?
With Baseline Measurement, you establish a starting point when measuring employee engagement.
In this case:
How was your day?
How can you measure employee engagement in an easy and fun way?
The Celpax device always measures the same variable: How Was Your Day?
As a result, you get a baseline of how your employees feel at work.
I.e 75% press green on average.
That is your Mood KPI.
After that, you can check how effective an improvement or a change initiative is.
And see how employees react:
To the left you see the negative impact of the new machinery. To the right, you see the positive effect when the new manager joins.
Did the free coffee in the break room bring up the Employee Mood KPI?
Or is employee engagement higher on the days you organize social activities?
Or after All-Staff meetings?
How do people react to safety trainings? Or yoga session?
Check the impact of important communications, staff rotation, organizational change…
“If a pulse survey is sent every Friday we’ll never know how our Mondays are.
Your last day might have been bad. But maybe not your whole week”
Scott Oremland, Zerorez Minnesota
A tool for managers that are DOERS
At Celpax we jokingly say that too many managers just want to work on strategy these days.
These managers ask us for more reports. Then more details.
Hey, how was the mood at 2pm? At 3pm? At 4?
They don’t get the concept, they just want reports. And then they fail to take action.
One organization hired a consultancy firm to do a massive leadership training. That’s great!
Meanwhile, their employees kept pressing red because “there was never any freaking toilet paper”.
See the gap?
Another manager took over a factory in receivership. Soon, their employee engagement data climbed.
Fast!
So what did he change in the organization?
One day a worker gave him some spontaneous feedback:
What was the new manager doing?
To sum up: walking around and talking with employees on the shop floor.
He opened up conversations about what worked (green button!), and what could be improved (red) in their day to day, and in their organization.
That is to say, small things make a big difference.
When we analyzed those who measure employee engagement with our Celpax, the data sent a clear message:
Which companies get the best scores?
Those who frequently talk with their employees about how they feel at work.
At all levels!
So not just the team managers.
Consequently, our users say that the Celpax sparks conversations.
It’s a neutral number that can be discussed and improve internal communications.
When there’s a lot of red, leaders talk about what causes the red. And take action to boost morale at work.
As a manager, there are a thousand things you can do to help employees feel more engaged at work.
But how do you know your actions are actually working?
With a baseline, you will immediately see if it works when you introduce a change.
Are you getting more green over time?
Or more red?
Small things certainly make a big difference with employee engagement:
MEASURE.
TALK.
IMPROVE.
Repeat.
When you measure employee engagement with a Celpax, the employee engagement analytics are available online, 24/7.
You can compare the Mood KPI between all your departments, teams, shifts, etc.
Check all the survey results and data on the dashboard sections here.
Compare locations
Most companies detect that employees feel different, depending on where they work.
Besides, the employee experience varies depending on if it’s a blue-collar position or office-based.
Subsequently, the location and manager impact is also big when it comes to overall engagement and employee turnover.
And retention.
Comparing the data points and the overall engagement strategy between locations means you can improve employee engagement, faster.
Compare day and night shifts
Most companies have differences between their shifts.
Sometimes it’s related to the time when people work (“the graveyard shift”).
Sometimes employees feel more engaged because of the shift manager.
Or a shift was really green because there was no manager around in the first place
To measure is to know.
So what can your shift managers learn from each other?
And finally, what action can leaders take to get higher success with their team?
Why is the Celpax device different?
What separates us from other pulse surveys?
Firstly, the simplicity. Secondly, the aim is to transform and change behaviours.
Further, the frequency.
If you launch a survey the same week you pay yearly bonuses, your questions will produce a more positive result.
And if your pulse survey asks employees to “Rate their manager” the same week they are given new (uncomfortable) protective gear, you will get more negative results.
Hence, are your people rating the manager? Or rather rating the bl**dy protective shoes they have to wear?
You need a baseline to compare to.
Want to show the Celpax to your people?
Here’s a presentation
“We measure employee engagement daily and compare to productivity”
This company quickly left their crisis behind. What’s their secret? Agile HR!
“We typically have 72% green.
One day we got 100% RED when our General Manager announced he was leaving.
He later changed his mind and is still with us.”
Firstly, you can get 1 Celpax for free, no time limit.
How you launch it, however, is up to you.
Got more time than money? Or more money than time?
1. The Do-It-Yourself version (DIY)
2. We help you start, and improve workplace morale
Pulse survey results
We have all sorts of organizations who measure employee engagement with the Celpax:
Eugène Kusse, Unilever
