# Heatmap Report

If you are responsible for multiple groups, you may be provided a heatmap. Multiple groups might be two or more business units, divisions, departments, locations, teams or demographic subgroups (e.g., age, tenure, gender). The following chart describes the basic content of a heatmap report.

<figure><img src="https://3460972379-files.gitbook.io/~/files/v0/b/gitbook-x-prod.appspot.com/o/spaces%2FjFyxVkNSUDbJcdcsPyTF%2Fuploads%2Fdak38FURPzxZ9isUHRwn%2Funderstanding%20heatmap.png?alt=media&#x26;token=1af0a372-1536-4d65-85a1-ed4b184f4f6a" alt=""><figcaption></figcaption></figure>

A heatmap report is valuable in three specific ways:

1. It provides a very convenient means of looking across your organization to see which parts are generally more or less favourable than the organization as a whole.
2. It allows you to focus on a specific dimension (e.g., compensation, work/life balance, performance management) to see which parts of the organization are most and least favourable.
3. It allows you to focus on the Team Engagement versus Organizational Engagement scores to see which parts of the organization have the most and least engaged teams, as well as which parts are the most and least connected to the organization as a whole.

The scores for each part of the organization represent the difference between the subgroup and the overall organization percent favourable score. Differences that are more favourable than the overall score are highlighted in blue and differences that are less favourable than the overall score are highlighted in orange. It is important to view these differences as more or less favourable than the overall score, rather than as good or bad.


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