WorkTango Glossary of Terms

  • Updated

In order to understand one another, we need to speak the same language. This glossary is designed to provide clarity to the various terms referenced throughout the WorkTango platform. This comprehensive list will help you navigate the language used across the Recognition & Rewards, Survey & Insights and Goals & Feedback products.  

Let's get right down to it – keep reading for a clear and concise understanding of the terminology used at WorkTango. 

Recognition & Rewards and Goals & Feedback Products




Any employee with login credentials who has access to WorkTango’s Recognition & Rewards platform. 


A user/employee’s hierarchical leader in the organization. 


A user/employee with access to an extra set of permissions that defines them as the owner of the platform for their organization. This user has full control over all areas of the platform and has additional responsibilities when it comes to program management. 


A set of users. 


Group Admin 

Set of permissions that defines the platform administrator for a specific department, location or group. 

Activity Feed

The chronological list of an organization’s  posts. 


A form a user submits that indicates who they think is deserving of an award and why. 


Employees can nominate other employees for an award that an admin has created. Admins can record who won.


A task or action users can complete to earn points. 

Incentives library

The entire collection of Incentives an organization offers. 


Use catalogs to group Incentives together or delegate administration to other leaders. 

Catalog Owner

A company leader who is responsible for the administration and moderation of the Incentives within a specific catalog. 

Claim Caps 

The total number of times an Incentive can be claimed across the entire company. 

Budget impact calculator

Calculator available while creating or editing an Incentive, which automatically calculates the projected number of points generated based on the Incentive’s settings. 

Core Value

Predetermined company value(s) that can be tagged when sending a recognition. 


A freeform tag that can be added to a recognition to show what expertise a user has demonstrated. 

High Five 

A feature that lets users send 5 points to all recipients of a recognition to show support. 


Represents a significant event for an employee, such as a birthday or anniversary. 


The act of recognizing an individual or group through the WorkTango platform. This can be done with or without points, and either public (posted to the activity feed) or private. 


The item a user chooses to redeem their points for which are given in recognition of their service, effort or achievement.  These can be gift cards, donations, travel, physical items and more. 


The currency of WorkTango. Typically one point equals one cent, but this can be changed by the company. 

Point Pool 

A high-value reward which multiple users can contribute their points to. This may result in a reward redemption but could also raise money for a cause or an experience.

PayPal top-off

The ability for users to cover the remaining balance  for a reward through their PayPal account. 


The WorkTango feature that facilitates giving and requesting feedback, both anonymously and non-anonymously. 


The WorkTango feature that facilitates regularly scheduled or ad-hoc meetings. 


The WorkTango feature that facilitates reviewing a user’s performance over a period of time, typically quarterly or semi-annually. 


The WorkTango feature that enables setting and aligning organizational, departmental and individual goals. Integrate Goals with Sync-Ups, Recognition, Check-Ins, Feedback, and Talent Reviews for a holistic view of employee performance. Goals can be shared with one or multiple collaborators. 

Measurable Result

Used in Goals, measurable results state how you plan to accomplish the objective. They should clearly make the objective possible, measurable, limited in number, and timebound. Measurable results should describe outcomes, not activities. Options include: Percentage, Checkbox and Numeric. 

Goal Collaborator

This is not the owner of the goal, but anyone who is a collaborator contributes to the progress of a goal.  Collaborators cannot modify or close a goal so only someone who is actively contributing to a measurable result on the Goal should be a collaborator.

Goal Status

Labeled as On track, Behind, or At risk, a goal status is a reflection of the overall progress on a Goal. 

Talent Review

The WorkTango feature allows you to better understand an employee's retention risk, core competencies and key skills, their impact on the team, current performance, potential, and preparedness to take on more. You will be taken through a list of eight questions resulting in a 9-box placement exercise for each individual. 

Action Items

The WorkTango feature that reminds employees to complete an action, which appears at the top of their homepage. 

Company Announcements 

The WorkTango feature that allows admins to post company-wide announcements that appear in the upper right corner of the homepage. 

Data Sync

Data sync is a process that allows all user management changes that occur in the Recognition & Rewards platform to be sent to the Surveys & Insights platform. This includes onboarding a person, people changes, attributes, values, etc.


An attribute is a custom named, non-hierarchical defined piece of employee information that is collected for grouping, filtering and reporting purposes.

Attribute Value

Actual informational content stored for an employee for a given attribute. Example: Location is an attribute, but New York is the value of the attribute. 

Roles & Permissions

Roles are named, pre-defined sets of permissions that can be granted to a user, and there can be only one role assigned to a user at any time. 

Survey_Admin Role

This set of permissions grants the user full admin access to the Surveys & Insights platform in order to run the platform. Permissions are defined under “Customer Admin Role” below. 
*This role is only available  if you have both of WorkTango’s Recognition & Rewards and Surveys & Insights products* 

Survey_Custom Role

This is a custom set of permissions given to users (through 2 distinct roles) who need access to only view survey reporting and comments. Permissions are defined under “Full Report Reader Role” and “People Leader Role” below.  
*This role is only available  if you have both of WorkTango’s Recognition & Rewards and Surveys & Insights products* 


A window or modal in the WorkTango platform that displays a piece of information or allows users to perform a specific action.


The process or action of verifying the identity of a user in order to grant them appropriate permissions in the platform. 

User Management

WorkTango’s system to handle individuals' access to certain areas of the platform. Permissions are granted through the assignment of roles. 


Reports empower admins and managers with filterable, easy to understand insights into what motivates employee collaboration, performance, and who is participating by department, location, etc. to better understand how your employee experience programs are impacting collaboration and company culture.


Dashboards deliver filterable, at-a-glance and granular data visualizations that provide admins and managers with a clear, easily understood look at what motivates employee collaboration and performance, as well as your program costs and budget over time. 



Surveys & Insights Product



Surveys & Insights

Name of WorkTango’s survey platform


A manager or leader who has access to the Surveys & Insights platform to view their team’s results and action plan.


A user with access to extra permissions that defines them as the owner of the survey platform for their organization.


Roles are a set of permissions that can be granted to a User which defines what level of access and which permissions they have access to. 

Customer Admin Role

This set of permissions grants the user full access to the Surveys & Insights platform in order to administer it, which can include  

  • Configuring/assigning user permissions and roles
  • Action planning access for all users 
  • Managing surveys for all survey types (creating, closing, etc.) 
  • Viewing reporting & comments 
  • Access to anonymous conversations 
  • Sentiment adjustment for open-text comments 

*This role is only created if you have both of WorkTango’s Recognition & Rewards and Surveys & Insights products* 

Full Report

Reader Role

This set of permissions grants the user access to organization-wide survey reporting, and comes with the following permissions by default: 

  • View reporting & comments for the entire organization  
  • Limited to “Engagement” type surveys

*This role is only created if you have both of WorkTango’s Recognition & Rewards and Surveys & Insights products, and permissions can be adjusted by admins*

People Leader Role 

This set of permissions grants the user access to view survey results for their hierarchy, and comes with the following permissions by default:  

  • View reporting and comments, but only for their hierarchy
  • Limited to “Engagement” type surveys 

*This role is only created if you have both of WorkTango’s Recognition & Rewards and Surveys & Insights products, and permissions can be adjusted by admins*

 Learning Coach

WorkTango's self-accessible library of professional development materials, updated monthly.

Action Planning 

Action Planning provides users and leaders with recommended actions based on their survey results. These actions can be customized, assigned, and managed through the Action Planning Dashboard.

Anonymous Conversations 

This feature allows users to easily acknowledge employee comments made on a survey question, and continue the conversation while protecting employee anonymity to extend the value of the survey and dig further into worrisome areas. Anonymous conversations must be “built” into the survey design in order to be utilized. If an admin or people leader has anonymous conversation capabilities, they can react and engage with a comment. As a result, the employee will receive an email notifying them of the reaction, and giving them a link and unique code to view the reaction and engage.

Anonymity Threshold 

The minimum number of responses from an attribute to unmask data, typically 5. If the number of responses does not meet the anonymity threshold, the data is not shared. Rather, the data will be grouped with the next smallest attribute to eliminate the possibility of backwards calculating.

Example: If there were only 4 responses from the Finance team, the data from these four employees will be masked and included in the next smallest reporting group. If there were 4 responses from Marketing, they would not have their data shown either. The combined responses from Finance and Marketing would be captured in an “All anonymized” group.


This feature provides a visual that compares factor and question scores across groups. A specific employee attribute can be selected to assess how populations  are scoring relative to one another, and whether there are any disparities across groups. A legend shows the scale of scores and how the color scheme works. Typically, darker red colors represent lower scores, whereas dark blue colors represent areas with more favorable scores. The favorability scores can be compared to results from previous years, showing the changes over time.

PowerPoint Summary 

This feature provides a presentation-ready powerpoint summary covering the results of a survey. The data in this PowerPoint will reflect the present view in the platform.

Example: If a filter is placed on the Marketing department, for example, the PowerPoint will only be for that department. If the filter is placed on Marketing, and the Analyze tab is comparing Marketing to the overall organization, those comparisons will also be exported.

Natural Language Processing 

Powered by AWS, this technology derives employee sentiment from the text of open ended questions and comments.  Sentiment refers to the attitude derived from text and is categorized into positive, negative, and neutral categories within WorkTango's platform.


This feature allows you to compare the results of up to 10 previously completed surveys of the same type, such as Engagement. Surveys not administered from WorkTango can still be trended in the platform through a survey migration.


This is a URL landing page that allows employees to take an active  survey by entering in a unique code/ identifier which can be customized, ie, employee ID. The kiosk is often  used to distribute surveys to employees without an email, and can be promoted using the URL or via a QR code. Anonymity is still protected as the landing page will correlate the unique code to the employee in the system. 

Employee Attributes 

These are the fields that identify your organizational structure, are inputted into an employee file for survey launch, and can be used to filter or slice survey results.

Attributes often come from an HRIS and can include fields like department, level, or tenure. Attributes can be demographic in nature or based on self-reported identifiers like ability, gender identity, or race. Attributes can also determine the preferred language for an employee to participate in a survey.

Attributes can be added and customized to optimize reporting functionality. The only system required field, 'Employee ID' is used to protect individual employee results and groups results with like segments. The Employee ID also connects to Manager Employee ID, which builds out hierarchical reporting.

Survey Types 

The survey format or use-case for a specific survey. Common survey types include: Engagement, Onboarding, Exit, Diversity, Equity, & Inclusion, Ad Hoc Survey, etc.

Survey Factors 

Factors are the themes that a group of questions will be associated with, and are important for reporting and trending purposes. 

Example: A factor can be “Team & Collaboration” and a question that contributes to that factor score is “Do you feel supported by your colleagues and team?”. 


Each time a survey is administered, a snapshot of employee data is taken to distribute and accurately report on the survey. Modifications to the survey’s snapshot can only be made by WorkTango’s data team.


A shorter, more focused group of survey questions that are sent out on a frequent basis. 

 Active Listening

This is a survey approach where employers are able to get a baseline sentiment for their employees by asking more tailored and specific questions based on results of previous surveys, and trending the survey results over a period of time. It is not asking the same questions over and over, but rather fluid questions that pay attention to the employees' responses, generate relevant insights, and inspire action.


This feature allows organizations to compare their Engagement survey results against other similar organizations by industry and employee size. Benchmarks are based on WorkTango’s standard Engagement Survey questions.



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