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This guide is for HR professionals, team leads, and executives alike and explains:
  • What the chart shows
  • How to interpret it
  • How to build it correctly
  • A real-world example using our validated survey

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🔍 What Is the Impact Prediction Chart?

The chart analyzes your employee survey results and predicts which specific factors have the most influence on a target construct like engagement or turnover intention. It does this using a statistical method called correlation analysis. The output is split into two meaningful categories:
  • ✅ Strengths: High-impact items where scores are already ≄ 75%. Protect and reinforce these.
  • ⚠ Areas for Action: High-impact items where scores are < 75%. These are your most promising opportunities for improvement.
Up to 3 items per category are displayed, while o****nly those with a Pearson correlation ≄ 0.1 with the selected target are shown—ensuring the chart focuses only on meaningful relationships. (At least two responses are needed as the correlation between 2 values is always +1 or -1, which as no meaning other than: the scores are exactly the same or not.)

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📈 How Does It Work?

  • The system calculates the absolute value of Pearson’s R , a statistical value that measures how similarly two variables behave.
  • The target construct (e.g., “Turnover Intention”) is represented by one or more target questions.
  • All other survey questions are tested for correlation with that target.
  • Questions that correlate strongly with the target are considered key drivers.
  • Based on the score threshold of 75% , these are classified as:
    • Strengths (≄ 75% score)
    • Action Areas (< 75% score)

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👓 How to Read the Chart (Example)

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**🎯 Target Construct: Loyalty

ImpactPredictionExample These are high-impact and high-score areas. Celebrate and protect them. These are low-score , high-influence items. Improving them is likely to reduce turnover. Interestingly, while this question is obviously not part of a scientifically validated questionnaire (as it is too specific to our internals), as an immediate and concrete next step the “Honestly Daily” meeting was discontinued.

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đŸ› ïž How to Create the Chart (the Right Way)

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1. Choose a Construct to Focus On

For example,
  • Engagement ,
  • Loyalty ,
  • Turnover Intention ,
  • Psychological Safety , or
  • Inclusion

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2. Use the Honestly Engagement Questionnaire

The Honestly Questionnaire is a scientifically validated instrument, developed in cooperation with Freie UniversitĂ€t Berlin. It includes 67 questions grouped into reliable factors and sub-factors based on the Job Demands–Resources (JD-R) Model. ➀ Learn more here: Factors and Sub-Factors of the Honestly Engagement Questionnaire

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3. Pick Scientifically Validated Target Questions

Each construct in the questionnaire is already backed by well-defined items. For example, to predict Turnover Intention , select the following three questions:
  • _“The idea of starting in a new position in a different company is appealing to me.”
  • _“If it were up to me, I would still work in my current company in five years.”
  • _“I would like to stay in this company for as long as possible.”
These three questions together define the target variable. Please note The following scaled question types can be used to create this chart:
  • Ranked single select
  • Smiley faces
  • Stars

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4. Run the Chart

Our system will:
  • Compute Pearson’s R for each remaining question compared to your target
  • Filter out any question with correlation < 0.1
  • Group remaining questions into:
    • ✅ Strengths : Correlation ≄ 0.1 AND score ≄ 75%
    • ⚠ Areas of Action : Correlation ≄ 0.1 AND score < 75%

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5. Interpret the Output

Focus on improving action fields to maximize impact on your outcome. Reinforce strengths to maintain performance.

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🧠 Example Scenario

Case: Team Manager aims to reduce turnover.
  1. Sets the three Turnover Intention items as target
  2. Chart reveals
    1. ✅ Strength : “My manager trusts me” (score: 89%, correlation: 0.74)
    2. ⚠ Area of Action : “I have the tools I need to do my job” (score: 61%, correlation: 0.79)
→ 📌 Insight: Prioritize equipping team members properly — this promises a strong, positive effect on retention.

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💡 Pro Tips

  • Don’t chase low scores blindly. Focus on items that have a strong statistical relevance for your chosen construct.
  • Repeat over time. What drives turnover today may not be the same next quarter.
  • Use results in leadership workshops to co-create high-impact actions with team leads or departments.
  • Be aware! Correlation does not equal causation. Try to understand why scores are flagged as relevant to determine the right course of action.

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📚 Learn More