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Question Groups

Custom

Question Groups

eNPS

Psychological Safety

Culture Alignment

Intent to stay

Communication

Well-being & Balance

Austin

Berlin

London

New York

Remote

Boston

Singapore

Sydney

-31.0%

+2.8%

+16.9%

-2.8%

+1.1%

+4.4%

+2.8%

-3.8%

+0.4%

-0.6%

+8.9%

+0.2%

+0.3%

+0.4%

+1.3%

+1.6%

-4.2%

+0.6%

+4.8%

-0.4%

+0.8%

+0.3%

+1.1%

+1.8%

-0.8%

+0.2%

+3.1%

-0.6%

+0.2%

+0.7%

+0.1%

-6.3%

-0.1%

-1.2%

+1.4%

-0.3%

+1.8%

-1.5%

+0.3%

+0.9%

-31.7%

-1.8%

+16.3%

+0.8%

-0.1%

-0.9%

+1.3%

+2.3%

Nora AI

eNPS in Austin is -31.0%, which is significantly lower than the overall average of +0.3%.

This suggests employees in Austin are less likely to recommend the company compared to other locations.

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Risks

Strengths

High

High

Low

Low

Low

Low

High

High

Impact

Impact

Prevalence

Prevalence

Leadership (Direct Manager)

Leadership (Direct Manager)

39% of analyzed respondents are in the low-favorability cohort for this question group, and that is associated with about a 7.6-point lower intent to stay score.

39% of analyzed respondents are in the low-favorability cohort for this question group, and that is associated with about a 7.6-point lower intent to stay score.

Prevalence

Prevalence

39%

39%

Impact

Impact

−7.6%

−7.6%

Click to open AI insights

Click to open AI insights

Highest Risk

4

Medium Risk

3

Lowest Risk

3

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You

You

What is really driving lower engagement in Support?

What is really driving lower engagement in Support?

Here’s what I’m seeing.

Here’s what I’m seeing.

Lower engagement in Support is primarily driven by three factors: workload pressure, limited career growth, and inconsistent recognition.

Lower engagement in Support is primarily driven by three factors: workload pressure, limited career growth, and inconsistent recognition.

Workload pressure is the top driver. High ticket volumes and frequent context switching are contributing to exhaustion and reduced focus.

Workload pressure is the top driver. High ticket volumes and frequent context switching are contributing to exhaustion and reduced focus.

Limited career growth is a close second. Many team members don’t see a clear path forward or the skills development they want.

Limited career growth is a close second. Many team members don’t see a clear path forward or the skills development they want.

Inconsistent recognition rounds it out. Great work is happening, but it’s not being seen or celebrated consistently.

Inconsistent recognition rounds it out. Great work is happening, but it’s not being seen or celebrated consistently.

I recommend starting with workload pressure. It’s the biggest driver and something you can influence quickly.

I recommend starting with workload pressure. It’s the biggest driver and something you can influence quickly.

Sources: Q2 Engagement Survey • Support Team • 142 responses • 47 comments

Sources: Q2 Engagement Survey • Support Team • 142 responses • 47 comments

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"Innerlogic showed us what’s truly possible with people analytics and AI. The platform instantly turned thousands of data points into clear themes, presentations, and action plans that would have taken us months to create otherwise."

Sasha Kosanov
HR Director

"Innerlogic showed us what’s truly possible with people analytics and AI. The platform instantly turned thousands of data points into clear themes, presentations, and action plans that would have taken us months to create otherwise."

Sasha Kosanov
HR Director