> For the complete documentation index, see [llms.txt](https://docs.talentmap.com/knowledge-base/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.talentmap.com/knowledge-base/step-5-analyze-interpret-and-report/compass-reports/reporting-faq/what-is-pearson-correlation.md). # What is Pearson correlation? In the context of employee engagement surveys, Pearson correlation is a powerful statistical tool that helps organizations identify what factors most strongly influence engagement levels. Here's how it works: ### Driver Analysis Example When analyzing employee survey results, organizations conduct a "Driver Analysis" which uses Pearson correlation to evaluate patterns in survey responses. For example, a organization surveys employees on various workplace dimensions like: * Senior Leadership * Growth & Development * Organizational Culture * Compensation * Immediate Management The Pearson correlation would measure the relationship between each dimension and overall engagement scores. ### Practical Application If the analysis shows a correlation coefficient of 0.60 or more between Growth & Development and engagement, this indicates a strong positive relationship - employees who rate growth opportunities highly also tend to report high engagement. Conversely, if Compensation shows a correlation coefficient of only 0.31, this suggests a weak relationship - meaning higher compensation doesn't necessarily predict higher engagement. ### Interpreting Results The survey data reveals that typically, dimensions most highly correlated with engagement, called Key Drivers are: * Senior Leadership * Growth & Development * Organizational Culture Interestingly, Compensation and My Role dimensions are rarely key drivers of engagement, though exceptions exist. ### Action Planning Organizations can then prioritize improvements by focusing on dimensions that are: 1. MOST correlated with engagement (high Pearson correlation) 2. MOST BELOW benchmark scores or MOST DECLINED since previous surveys This strategic approach allows organizations to focus resources on factors that will have the greatest impact on improving overall employee engagement. --- # Agent Instructions This documentation is published with GitBook. GitBook is the documentation platform designed so that both humans and AI agents can read, navigate, and reason over technical content effectively. Learn more at gitbook.com. ## Querying This Documentation If you need additional information that is not directly available in this page, you can query the documentation dynamically by asking a question. Perform an HTTP GET request on the current page URL with the `ask` query parameter, and the optional `goal` query parameter: ``` GET https://docs.talentmap.com/knowledge-base/step-5-analyze-interpret-and-report/compass-reports/reporting-faq/what-is-pearson-correlation.md?ask=&goal= ``` `ask` is the immediate question: it should be specific, self-contained, and written in natural language. `goal` is optional and describes the broader end goal you are ultimately trying to accomplish on behalf of the user. GitBook uses it to tailor the answer towards what is most useful for that goal. The response will contain a direct answer to the question and relevant excerpts and sources from the documentation. Use this mechanism when the answer is not explicitly present in the current page, you need clarification or additional context, or you want to retrieve related documentation sections.