X-Factors and Employee Outcomes
The X-Factors are employee outcome measures. They test whether the employee experience is translating into positive sentiment, commitment and advocacy.
The Key Drivers help explain why the X-Factors may be strong or weak. In practice, the X-Factors tell us whether the experience is working; the drivers help us understand what to improve.
| X-Factor | Question | What it helps indicate |
|---|---|---|
| X1.1 Experience | Overall, my experience working at Council has been positive | A high-level test of whether the day-to-day employee experience is favourable. |
| X1.2 Intent | It would take a lot to get me to leave Council | A retention signal that points to whether people are likely to stay. |
| X1.3 Advocacy | I would recommend the Council as a great place to work | A reputation and trust signal that influences attraction and employer brand. |
| X1.4 Pride | I am proud to work for Council and of the work we deliver | A purpose and community connection signal that reflects commitment to Council’s work. |
How to interpret X-Factors
| Pattern | Possible interpretation |
|---|---|
| All X-Factors are strong | The employee experience is translating into commitment and advocacy. |
| Intent is weaker than other outcomes | Retention risk may need attention, especially for critical roles or high-demand work groups. |
| Advocacy is weaker than experience | Employees may feel the internal experience is reasonable but not compelling enough to recommend Council externally. |
| Pride is strong but drivers are weak | Goodwill and community purpose may be carrying the experience despite operational friction. |
| X-Factors are weak and driver scores are weak | Council may need a focused organisational response rather than isolated team-level actions. |
Tip · Action principle
Do not try to “fix” an X-Factor directly. Use the Key Driver results to identify the practical levers that are most likely to improve experience, intent, advocacy and pride.