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Platform Updates
Understanding Key Drivers and Suggested Areas of Action
The People Element platform uses advanced analytics grounded in Industrial and Organizational Psychology to help you identify what matters most in driving employee engagement. Through a statistical method known as key driver analysis, the platform evaluates survey responses to determine which specific factors have the greatest impact on overall engagement. The top five drivers are automatically highlighted in your dashboard, with additional views available for deeper insights.
If there's not enough data to identify key drivers, the platform displays suggested areas of action instead— based on patterns observed across survey responses that indicate potential opportunities for improvement.
Whether using key drivers or suggested actions, these insights guide users in building focused, effective action plans that drive meaningful results.
People Element at HCI Conference
Earlier this month, People Element sponsored and attended the Human Capital Institute's Spark HR 2025 conference in Florida. The team had a wonderful time connecting with HR professionals from across the country and appreciated the insightful sessions presented by industry thought leaders.
Anonymous vs. Confidential
When conducting employee surveys, organizations aim to encourage high participation and honest feedback by assuring employees that their responses will remain anonymous or confidential. However, while these terms are frequently used interchangeably, they have very different meanings.
Anonymous Surveys: In an anonymous survey, no personally identifiable information such as name or email is linked to a participant’s responses. This can help employees feel more comfortable sharing candid feedback. However, because the data isn’t tied to individual identities, organizations can’t segment results by key demographics (such as department, job family, or location) unless participants voluntarily provide that information themselves.
Confidential Surveys: A confidential survey, on the other hand, links personally identifiable and demographic information to responses, but that information is protected. The organization can analyze results by key demographics (such as department, job family, or location), but individual responses are only reported in aggregate. A confidentiality threshold is applied to ensure that no single employee can be identified in the reporting.
The People Element Platform provides the ability to administer either survey type to help balance data usefulness with employee trust. Choosing the right method depends on the organization’s goals, the type of insights needed, and the level of transparency and protection employees expect.
Meet the Team
Name: Megan Schellinger
Title: Manager of Client Experience
Homebase: West Bend, Wisconsin
What do you like to do outside of work?
During the summer, you can usually find me out on walks with my family, playing at the park with my little one, or getting in a few volleyball games. We love making the most of the warm weather with trips to the zoo, splashing around at water parks, and spending relaxing weekends at the cabin up north.
What is your “key driver” in doing what you do?
I really enjoy solving problems and helping clients get the most out of People Element and our platform. It’s important to me that they not only understand how to use it but also see the real value it can bring to their organization.
Making sure clients have a great experience with both our team and our product is a top priority for me. I love being someone they can count on—whether that’s answering questions, finding solutions, or just making things easier for them. Seeing clients succeed and knowing I played a part in that is what keeps me motivated.
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