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A survey with many questions quickly produces a dashboard that nobody reads to the end. Two chart types show the best and weakest results at a glance: the Impact Prediction and the Heatmap. Several smaller charts placed next to each other then fill in the detail.

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Impact Prediction: strengths and areas for action

The Impact Prediction sorts the questions of your survey into two columns, Strengths and Areas for Action. When you add the chart, you select the question that describes a goal you are pursuing with your survey. Honestly then works out which of the other questions are most closely linked to that goal.
  • A question with a result of 75% or more counts as a strength, anything below as an area for action.
  • Each question carries a badge: High Impact, Medium Impact or Low Impact.
  • Each column shows at most three questions — the most relevant ones, not all of them.
  • The chart can only be filtered by time period, and it always takes up the full width of the dashboard.

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Heatmap: all questions against one attribute

A heatmap shows high and low results across many questions at once, colour-coded per group.
  • The rows are always the individual questions, plus an Average row. A heatmap cannot show only dimensions without the questions underneath.
  • The columns come from exactly one attribute, which you choose under Split by — for example department. To compare department and location, create two heatmaps.
  • Next to the attribute values you can add further columns: the Internal Benchmark (see below), the external benchmark via Display external benchmark, and a Compare with column.
With very long question catalogues, a separate heatmap per dimension is often easier to read. More on this in Heatmaps and dimensions: best practices.

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Place several charts side by side

Rather than packing many dimensions into a single chart, create one chart per dimension or comparison and place them next to each other. Open a chart’s menu, choose Change Size and set the Width of the chart to 1/3 of screen, 1/2 of screen, 2/3 of screen or Full screen. You can reorder charts by dragging them.
The Impact Prediction and trend charts always take up the full width.

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Percentages or absolute numbers?

  • Score shows a percentage result. Under Show the absolute number of feedbacks you can add the number of responses.
  • A Bar Chart for a single question shows the share of each answer option as a percentage.
  • A Bar Chart for several questions is split by Periods and questions and shows the number of answers per option. Show score percentages adds the percentage result next to them.
If leaders are meant to compare results, a Score chart or a heatmap is usually the better choice.

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Internal Benchmark and comparison groups

  • Internal Benchmark: With Show company benchmark (includes all survey data) a chart also shows the result of the whole company. It is calculated from all responses to the selected questions, regardless of what the viewer is otherwise allowed to see. In the heatmap the column is called Internal Benchmark, in Score and bar charts Company.
  • Compare with: In heatmaps and Score charts, admins can choose an attribute as the comparison group, for example department. Each person viewing the dashboard then automatically sees the result of their own department alongside. Only admins can change this setting.
More on this in How do I compare employees on heatmap and score charts?

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Why does a group appear as “Others”?

When a chart is split by an attribute, groups with too few responses would fall below the anonymity threshold. Honestly then merges them into a group labelled Others, with the merged values listed in brackets — for example “Others (Berlin, Hamburg)”. In heatmaps, such groups are left out entirely. If a group you expected is missing or appears under Others, it has too few responses for the anonymity threshold. A coarser split — for example by area instead of team — helps.

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Who can see the dashboard?

By default, the creator and admins have access to a dashboard. Under Who can access this dashboard? you can share it with everyone, or with individual people and with the roles Manager, Analyst and Report viewer under Further roles that can access the dashboard.
  • People with the Respondee role cannot be given access to dashboards. If you cannot find someone when sharing, check their role.
  • Which responses a person sees is not set on the dashboard but on the person, through their survey and employee permissions (Attribute permissions). More on this in How can I assign a dashboard to a particular user?

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In short: a quick top and bottom overview

  1. Add an Impact Prediction to show strengths and areas for action.
  2. Add one or more heatmaps, each split by one attribute, to see patterns across all questions.
  3. Place Score charts per dimension next to each other using Change Size.
  4. Switch on the Internal Benchmark or a Compare with group so leaders can place their results in context.
  5. Check whether groups appear under Others and choose a coarser split if needed.
  6. Share the dashboard with the right roles — Respondees have no access.