When Should We Consider Merging Our Employment Groups?
Employment groups represent the organisational structures and departmental divisions that enable detailed analysis of survey results. By grouping employees into these segments, you can gain valuable insights into specific teams or functions within your organisation.
Maximum number of Employment Groups, and employee anonymity
For organisations using the 'Start' subscription, there is a limit of 12 employment groups. If you exceed this number, or if you have any groups with only a single employee, you will need to merge some of your groups to stay within the limit.
Example: If you have a group for your HR department that contains only one individual, the system will prevent you from processing this group separately in order to maintain the individual's anonymity. In such cases, you will need to combine this group with another group that the individual works closely with.
Other considerations for merging Employment Groups
There are several situations where merging employment groups makes sense. We recommend considering the following criteria when deciding how to combine groups:
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Director oversight: If several groups are overseen by a single director, merging those groups may be appropriate.
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Shared managers: If one manager oversees multiple groups, it could be useful to combine these groups.
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Shift patterns: Groups that share similar shift patterns can often be merged, reducing the total number of groups while still maintaining meaningful insights.
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Location: Groups based in the same office, site, or region can typically be combined to streamline the structure.
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Similar day-to-day activities: Consider merging groups that perform similar activities, such as customer-facing teams versus non-customer-facing teams.
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Shared products or processes: If groups are centred around the same products or internal processes, it may make sense to group them together.
You would merge employment groups within the 'Upload your People Data' task. If you have selected to upload a new structure, you would do this within your CSV file by renaming your new combined group in the relevant column. If you have selected to use the current structure, you would come to the employment groups section and rename the relevant group and delete the excess groups.
Best practices for Employment Group names
When merging groups, it’s important to keep group names clear, concise, and relevant to your organisation’s structure. Avoid overly long group names, as they may not display well in the Workplace Insights results.
Example: If you combine your "Human Resources" and "Finance" teams, consider naming the merged group "HR & Finance" to keep it clear and manageable.
The key is to make sure that group names are intuitive and meaningful to your organisation. This will ensure that when you view your survey results, the groups are easily understood and provide valuable insights into your organisation’s structure.
Need Assistance?
If you need further guidance or assistance with merging employment groups, please don’t hesitate to reach out to our team of specialists at support@b.co.uk, call us on 01978 856222, or click the 'Get in Touch' button at the top of this page.