When designing your organisation's structure, it's important to take care and involve the relevant people across your organisation. We recommend basing the structure on areas of responsibility to ensure that the data you receive provides actionable insights.
As part of survey setup, you’ll download the employment group template and on there build your structure in levels, starting with the largest pools of people first, then breaking them down into sub-groups. When it comes to headcounts, we recommend creating no groups with headcounts with less than two people in as this can cause anonymity issues later down the line. You need at least 5 responses back to see data. Find out more about anonymity in WIT in this article.
Good employment group structure example:
More guidelines to remember when creating your groups:
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Break your managers away from the people they manage
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Create granularity; start with the biggest areas as your level one groups to create sub-groups from
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Seek guidance and obtain sign-off from Heads of Departments
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Create a level one group for your executive team / your CEO’s direct reports
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Do not create your structure based on job roles or job grades
Customers with the basic level of Workplace Insight will only receive level one employment group data. In the example above it would equate to Exec Team, Stores and Head Office, not their sub-groups. Pro Data users would have access to employment groups across all levels.
The importance of separating managers from their teams
In the example above you will see that at each level we have broken away the managers from the teams that they manage. The images below show the power that taking this approach can have when it comes to your data.
Managers within their teams
Managers removed from their teams & split as separate employment group
For additional support please email support@b.co.uk, call us on 01978 856222, or click the 'Get in Touch' button at the top of this page.