With the completion of PERSENTIS Analytics , an important milestone has been reached. Your employees have taken the time to provide open and honest feedback. They have provided insights that often remain hidden in everyday life. This step alone sets something in motion: people feel heard, noticed, and taken seriously.

Honest feedback is a sign of trust.

... and trust is something that must be earned and maintained.

Now it is important to handle this feedback carefully. Your employees' feedback is not raw material for quick assessments or hasty conclusions. It is an expression of experiences, expectationsand and needs. Taking it seriously shows respect for the people who shared it.

Define confidentiality levels

Before results are shared or discussed, clear rules are needed. Not all information is intended for every level. A clear division into three confidentiality levels has proven effective:

🔒🔒🔒 Level A – Core team (strictly confidential)

  • Only a small group of people who control the process (e.g., management, HR, project managers).
  • Sensitive cross-sectional findings are also discussed here.

🔒🔒 Level B – Executives/department heads (confidential)

  • Every manager only sees the results of their area of responsibility.
  • No disclosure of detailed evaluations to third parties.


🔒 Level C – Teams/employees (transparent but protected)

  • Teams receive selected, clearly presented key messages.
  • The focus is on issues, not numbers.
  • No tables are shared, no small groups are identified, and no comparisons are made that could lead to speculation.
  • The goal is orientation, not interpretation of individual voices.

How to read your dashboard

A meaningfulmeaningful interpretation of results from PERSENTIS Analytics always follows the common thread of the psychological contract: first understand the big picture, then identify the levers and derive concrete priorities and measures from them.derive concrete priorities and measures.


Starting point: Psychological contract and overall picture

PERSENTIS Analytics primarily measures expectations, fulfillment, and loyalty in terms of the psychological contract— that is, the unspoken deal between employer and employee. What is expected, what is experienced, and what keeps people in the company.

When looking at the dashboard, it is advisable to first consider the overall picture of the company. Key figures such as the employer indicator, retention rate, eNPS, and the interplay between engagement and satisfaction provide an initial, important orientation.

Read key figures

EEmployer Indicator and Retention show how strong the employer brand and the actual loyalty of employees are overall; they indicate the "temperature" of the organization. eNPS and engagement vs. satisfaction help to identify whether employees are "only" okay or whether there is genuine enthusiasm for performance and a willingness to recommend the company to others.



Check expectations vs. what is on offer

Now follows the in-depth look at the departments. The orientation indicates which guiding principles drive your teams (emotional, calculative, growth-oriented). The scale "degree of fulfillment of the psychological contract" shows both how high the employees' current demands and needs are – for example, in terms of further development, security, or working atmosphere – and how well the employer fulfills these expectations from the employees' perspective; this is where the actual tension arises.


Identify areas for development

The degree of fulfillment shows in which areas the psychological contract is being fulfilled well and where there are "gaps." Factors that are both highly significant (expectation) and have a low degree of fulfillment are particularly relevant: this combination highlights the key areas for development with the greatest leverage effect.


Our recommendation! Start with two things:

  1. The easiest thing to implement: Start with small measures that don't require much effort on your part. This will immediately show your employees that you have taken up the ball and that change has begun.
  2. This is where the biggest shortcoming lies: At the same time, you tackle the central area of development: This is where you can have the greatest impact.

Identify key arguments and strengths

  • The top arguments highlight the employer's particular strengths from the employee's perspective; these points are ideal for sharpening the employer brand and for authentic recruiting.
  • Don't just "tick off" strong factors, but consciously cultivate them and use them in your communications—they form the core of your employer value proposition and help you stand out in the market.
  • Analyze differences between areas
  • The dashboard allows you to filter and compare all factors by department or other segments, revealing where particular hotspots or role models lie.
  • Areas with good values can be used as internal benchmarks and learning fields by specifically identifying and transferring their success factors.

Contextualize open-ended responses

The open-ended responses provide qualitative background information on the key figures: Why are certain areas viewed critically? What specific examples do employees cite? What ideas and suggestions are put forward? When interpreting the responses, do not overemphasize individual statements, but look for recurring patterns, figures of speech, and themes that correspond with the quantitative results.


Clearly separate responsibilities

Not every area of activity falls within the sphere of influence of individual managers: issues such as training policy, remuneration, and working time models are the responsibility of central functions (HR, management). It is therefore important to have a clear escalation and feedback path: What needs to be decided at divisional or company level? Who is the owner? How and by when will the teams be informed of the outcome?


Always understand interpretation as a dialogue

PERSENTIS Analytics provides a data-based mirror, but does not replace dialogue: results should be discussed with management and executives and then reflected upon in teams. It is important not to frame the interpretation as a search for deficits, but as an opportunity to make the psychological contract clearer and fairer, thereby strengthening commitment and performance.

If you would like support in deriving or implementing measures, you can optionally engage one of our PERSENTIS experts . They see themselves as facilitators and companions in the change process. With experience, structure, and a neutral perspective, they help you to correctly classify results, develop appropriate measures, and effectively integrate them into your everyday work.