Team Engagement Snapshot: Identify Opportunities

The Team Engagement Snapshot gives you a quick, actionable view of your team’s recent engagement on the Cooleaf platform. It displays key performance indicators (KPIs) and “Days Since Last” engagement metrics.

With one quick scroll, you’ll see where your team is thriving and where they need a nudge. Use these insights to shape your next 1:1 or team conversation:
✔ Celebrate high engagement
✔ Address low engagement early to prevent burnout and turnover

Each table includes color-coded indicators to help you prioritize action:

• Green = Healthy engagement
• Yellow = Needs attention soon
• Red = Immediate action recommended

Why it matters: Acting on these insights can reduce turnover, prevent burnout, and strengthen team culture. Research shows employees who feel recognized and connected are 31% less likely to leave.

Action:

• For Red/Yellow users, reach out personally:
  • Confirm they know how to log in.
  • Offer help with technical issues.
  • Reinforce platform benefits (recognition, rewards, connection).
• If activity is dropping, check for signs of burnout.

• For Green users, give a shout-out for consistent engagement.

  

Days since last activity. Activities are defined as of the following: Business Challenge, Step Challenge, Survey, Onboarding, or Redemption

Action:

• Encourage participation in current challenges or surveys.
• Share upcoming activities during team meetings.

• Highlight how engagement ties to recognition and rewards.

  

Days since team members last reward redemption.

Action:

• Remind employees to redeem points and enjoy rewards.
• Suggest redeeming a small item to stay motivated.
• Share tips for saving toward larger rewards while enjoying smaller perks.

Shows the number of days since the individual last earned points. If they have never earned points, the calculation uses the later of their hire date or the program start date. Calculates total points earned divided by the number of months the individual has been eligible to earn points (again, based on hire date or program start date). This metric helps you see if employees are consistently earning points at a healthy rate.

 

If your organization has a recommended PEPM allocation, this table is a strong indicator of whether employees are being recognized and rewarded appropriately. Consistent point earning means employees can redeem rewards regularly, which reinforces engagement and motivation.

Action:

• If points are low, encourage participation in point-earning activities (challenges, surveys, recognition).
• Recognize contributions publicly to boost morale.

• Make sure you and other leaders are actively recognizing contributions to help employees earn points and feel valued.

  

Days since last recognition given by that employee.

Action:

• Provide prompts: Suggest they look for behaviors tied to your company’s core values, mission, or vision. For example, “Who demonstrated teamwork this week?” or “Who went above and beyond for a client?”
• Reflect on recent projects: Ask them to think about colleagues who contributed significantly or helped overcome challenges.
• Make it easy: Share examples of meaningful recognition messages so they feel confident writing their own.
• Explain the impact: Remind them that giving recognition strengthens relationships and increases engagement across the team.

• Set goals: Encourage a habit—such as giving at least one recognition per week—to keep appreciation flowing.

  

Days since last recognition received.

Action:

• If someone hasn’t been recognized recently, check if they’re contributing but overlooked.

• Encourage peers to recognize efforts tied to goals or values.

  

Days since last recognition from their manager.

Action:

• Recognize them. Recognition from a leader has 3x the impact on engagement.
• Set a calendar reminder to send recognition weekly or biweekly.

• Personalize recognition—mention specific contributions.

  

Whether you’ve recognized team members around their work anniversary.

Action:

• Send a Congrats recognition highlighting their impact over the past year.
• Tie the message to loyalty and organizational values.

Action:

• Approve or deny promptly so recognition flows in real time.
• If denied, guide the sender on writing a more meaningful message.