Purchasing Euphros has never been easier. All you need to do is go to www.euphros.co.uk and click “Log-In” or go straight to app.Euphros.co.uk. At the bottom, you will see the option to view our pricing plans, as below;
Once you have done that, you’ll see our latest options for pricing.
Once you’ve chosen the model you want, you can then register…
Registering For Euphros
At this point, you have the option to review our terms. If you’re happy with them, you can fill in the form and click register.
At this point, you’ll be taken through our payment service to complete your purchase.
We require at least 20 staff members at signup to provide accurate test results. And our minimum price package is for 1,000 licenses.
Thank you so much for purchasing a Euphros subscription. We cannot wait to add real value to your business!
Logging Into Euphros For The First Time
In this guide, we’ll be taking a quick look at the core Euphros experience when you log in for the first time, both as an employee or as a manager or administrator.
If you have any further questions about anything in this guide or in relation to Euphros in general please do not hesitate to reach out to: [email protected]
Here, you’ll be able to put the registered email address in and then your password. If you’re unsure what your password is, it’s generally easier to contact your administrator or manager (as they can reset it for you).
If you are a manager or administrator (or if you simply prefer to reach out to us directly), reach out to [email protected] and we’ll get back to you as soon as we can!
After You Login As A Staff Member:
When logging in for the first time, you will actually be registering. Here you can confirm your job role and department. But otherwise, it is very similar in design to the registration page shown in fig.2
Once that has been submitted, you will be presented with the assessment page as below. Here is where you are able to contribute to our mission, where we will be able to help you and others like you enjoy a better working life!
Taking The Euphros Test
This is the test screen. It contains all the questions we’d like you to fill out so that we can:
- Help your organisation understand its people better and make informed changes.
- Help you navigate to a more suitable job role for you – if the above can’t be done.
- Help you - and people who score like you (students, people out of work etc) – answer the big question; “what do I want to do with my life?”.
The test – on average – takes less than five minutes.
Your privacy is paramount. The tests are made to be completely anonymous, and it is a violation of our terms of service for you to be identified by your organisation.
So, if this happens, please report it to [email protected] and we will handle it anonymously on your behalf. In fact, we do not even report anything where the sample is less than 3 or tell
your organisation who has or hasn’t completed our tests. Protecting you is our priority. We take this extremely seriously, and we will even terminate contracts over it.
Once you’re done, just click the “Submit” button!
It’s on the bottom right-hand side of the page. That’s it, you’re done! Thank you very much for your assistance!
WHAT NEXT? Now it is time to see what your scores have produced…
Accessing the Job Portal As A Staff Member
This screen shows jobs that match your personality, ranked by how strong the match is.
At the moment, we only show vacancies. However, soon we will have the ability to show how well you match to a job regardless of whether they have an opening.
That way, if you like the sound of it, you will be well-prepared when it does happen…! You will also soon have the ability to filter by location and qualifications.
Seen a job you like? Now, you can click “Apply Now” and it will take you through to the application screen. Good luck!
Our number one goal is to empower people and help them where we think we can. For this reason, if your score is elevated for stress, a pop-up will appear showing you some useful links to follow that we hope you will find helpful.
Even if you do not however, we will still be reporting anonymised stress scores and alerting the organisation to any trends that appear within them. So, you will be heard!
Finished With Euphros For Now?
Click on the cog on the top-right of the screen and then the arrow just beneath it to log-out. Thank you again for your participation!
Accessing The Dashboard As A User Or Administrator
Welcome to the Euphros Dashboard! Here we can help you manage internal vacancies and observe in ways few others can exactly what is going on with your people.
By informing interventions in our unique way, we can help you optimise outcomes and significantly improve your financial performance as an organisation.
Please have a look at our calculator on our website at www.euphros.co.uk to find out an estimation of how much.
The Home Screen And First Actions:
Before we are able to help inform optimisations for your organisation however, first we need to know what jobs and departments (or franchises/practices etc) already exist.
So, before we do anything else, please look over to the left-hand side of the home screen to the navigation menu and click on “Bulk Uploads”.
Once done, you will be presented with the following page:
On this page, we require two .csv files. The first one will contain five columns; First Name, Last Name, Email, Password (generic) and manager status. Managers generally have access to the dashboard.
If you don’t want this, then simply type “no” in that field, or set it to 0. When you’re done, click “Upload”. That will automatically fill our database with everyone in your company!
CSV header templates for bulk uploads can be found under the section. Resources
Next, we repeat the process but for the jobs and departments. You may wish to define a department as a franchise or practice or similar. Please do contact us if you are unsure on
[email protected] and we will assist you!
Navigating The Dashboard
You will be greeted with a screen that looks very similar to this every time you log-in. It is a dashboard interface that allows you to look at all the data that have been provided by people within the
organisation (as long as the sample size for any given specification is at least 3). At every stage we deliver…
General Satisfaction Question Scores:
The scores range from 1 to 7. Anything with a score above 4.6 is considered positive overall. Obviously, the higher you can get it the better.
Anything under 3.4 is considered negative. You can hover over each one to get an exact score. Only factors that have an evidence basis for their usage in this way have been included here.
The same scoring thresholds hold here as they do with the general satisfaction scores. This time however, we are assessing the average scores by trait group.
Extraversion – for example – reads as extraverted on the left, neither extraverted nor introverted in the middle, and then introverted on the right.
The scoring range for stress is slightly narrower; it is from 1-5. Here, you can look at exactly where any trends of stress are coming from.
Are they inherent to the people taking them? Are they down to circumstances of life? If so, how much of that is because of work? With this information, we can help you target resources effectively!
What Levels Can We Filter These Data At?
You can filter by a range of criteria. Just follow the dropdown boxes and click the “Filter” button on the bottom righthand side of the box. We can look at…
Department Or Franchise level
By Date Range
Trait Level Within Specific Job
With the above filters, you can tease out information from your organisation that otherwise would not have been possible without Euphros.
Let’s work through an example showing how Euphros delivers unique insights…!
Utilising Euphros: An Example
Let’s say we are interested to know how Administrators in the HR department are faring. Here, we specify this group of people in the filter selection boxes…
Now, we observe the satisfaction scores…
A few areas are faring as neutral (treatment fairness, company efficiency, feeling valued and feeling encouraged), but overall things are generally neutral or positive.
This is often the limit of the information that most surveys can deliver. Making things better from here can be difficult.
But Euphros can go further.
Let’s look at the people behind these numbers to see if anything interesting pops-up…
As we can see, there is significant variation in the scores when it comes to the traits. Indeed, one area that we can see is significantly lower than the others is those high in extraversion.
That is, those who are more extraverted are scoring as significantly less satisfied. So, we now have a strong idea about what to do next.
Here, we can also see that some bars are missing. This is because there are not yet enough people in HR who score high for passion and agreeableness. Therefore, we do not report these data in case it allows them to be identified.
Indeed, where this happens often, perhaps it might be worth considering this as a sign that too many of the same types of people are in some areas of the business…
Here are the stress scores.
According to these data, people are experiencing stress, but it is roughly average. Notable but not an emergency.
Now we know which groups are not optimised, we can design our solutions around them to maximise their impact. In this case, we have a big clue now that extraverts are holding back the scores for satisfaction.
So, now it is time to dig deeper; we filter by trait!
Here, we have now filtered further to extraverts. Now, let’s see what comes up…
As we can see, their scores are much, much lower across a number of areas. In particular, the areas we observed were being held back more generally. Now we know why this is happening!
OK, let’s look at the stress scores too…
They are reporting higher stress, but only in the area of life stress, not work or hardiness.
In this example, Euphros has delivered not only what sort of people are not enjoying work as much as others, but exactly in what areas. Now you can leverage this unique layer of information to your benefit!
This is primarily achieved in one of three main ways:
- Perhaps the solution is clear and obvious, and immediate steps can be taken.
- Perhaps our general tips and insights might light your path, or
- Perhaps this may even prompt you to consider reaching out to a specialist.
In the above example, extraverts are reporting enhanced levels of non-workplace stress. This is obviously good for the business, but you may still wish to take assertive action to prevent
this group of people continuing to experience higher stress levels (because you care about your people as well as because this may still impact outcomes).
So, if any assistance is offered, it can be further targeted to these data. For example, you can offer stress-relieving assistance such as gym memberships or meditation,
rather than having to change working practices. Better yet, you know that – as extraverts – they derive joy out of socialising itself. Maybe there is room to bring more of this into the
workplace, or otherwise strengthen the social fabric within the department? Thanks to Euphros, the opportunities to spot and get ahead of issues like these are significantly enhanced…!
That is a good start. But let’s do some more digging to see if we can understand some of the drop-off in satisfaction a bit better.
Now we turn to other groups within the same trait spectrum (extraversion/introversion) to see if either of the other groups are also experiencing a similar problem.
We will focus on one area: fair treatment.
First, we look at the neutral group (neither introverted nor extroverted)
Their score is even lower than the extroverts. How can this be?! There is only one group left to assess: the introverts.
Their score for fair treatment is really, really high. In fact, it is so high that it is masking the deficits experienced by the other two groups.
So, it is the case that the organisation probably has a general problem in this area. It seems that introverts are unaffected by this – and this probably indicates a cultural issue that is having a detrimental effect on the
other people. There could be all sorts of reasons why introverts are scoring so high – legitimate or otherwise. But the mere fact that – through Euphros – organisations can pick this information out at all is a significant and
valuable step forward in better understand the people that drive your organisation forward.
How does Euphros know what jobs are available? It is because within Euphros, we have a vacancy board feature that allows us to match people up to jobs based on the data collected so far on previous postings for that role,
or through one of Euphros’ other fantastic features: the Euphros Universal Job Index (EUJI).
Let’s go through the process of creating and managing vacancies. Most of the time, you will probably be creating vacancies for jobs that already exist. In this instance, you can simply click on the “Vacancy Board” on the navigation menu.
Here, one need only click the job role from the dropdown menu and click “Submit”. As you can see in this example, “Admin” has been chosen. In an upcoming feature,
you will be able to select the department first, as well as the location, the expiry date and then a link to “Apply Now”. But for now, let’s look at what happens when you click “Submit”.:
As we can see, an additional fourth vacancy for the “Admin” role in the “HR” department has been created. Now, anyone within your organisation who matches
this job will be able to view it in their job portal. This will mean that the suitability of internal applicants for any vacancies will be significantly improved.
However, sometimes there will be a role created that is the same in function, but in a different department. Or otherwise, it may be an entirely new one, perhaps within a completely new department. Euphros can handle these scenarios too!
Creating And Managing Departments And Staff
On the navigation tool, please select “Manage Department” (if a new department is needed).
Here, we can add a department, delete or manage existing ones. This is a great feature for rapidly growing companies! Currently,
we have Customer Service and HR. But now we can add a new one: Sales. After we have typed it into the “Department Name” box, we can click Submit. See below for the results:
Success! But we have found out that instead the department is to be called “Procurement”. So, we can instead click “Edit” on the row labelled “Sales”.
Now all we need to do is type “Procurement” into the text box and click on the “Update” button.
See below the results!
Now, the new department is created and labelled correctly. Next, we need to create a job.
We can also do the same for jobs. Except, this time it will create a vacancy (within a specified department) that workers can match-up to.
Now, we must go to the “Manage Job Titles” section to create a new job, or to create a new job if it is the same as an existing one but in a different department.
As you can see, we have typed “Assistant” into the box, and our newly created department “Procurement” is chosen. Then We click on the “Submit” button.
As we can see below, an “Assistant” in the department “Procurement” is now populated. With this complete, you may now create a vacancy for the role.
To do this, simply click on the “Vacancy Board” on the Navigation menu.
Managing Employees, Managers And Access To The Dashboard
Has someone been hired to your organisation. Euphros can easily add and manage changes to the workforce. On the navigation menu, please click on “Manage Employees”, as below;
Here, we can add or update employee details. There are all sorts of features available here. First, let’s “Add An Employee” by populating the “Employee Details” section of the form.
In this case, Brian is a manager and the administrator has decided they would like to give him Dashboard Access so that he can have visibility of the outcomes for the staff.
Therefore, we have checked the box marked “Dashboard Access” on the bottom left. Then on the bottom right, we can click “Submit”.
Now we have a new “Active Dashboard Admin” and Brian now has the ability to log-in using the email and password you have set.
When he does, he will be able to register his details, including selecting his department and job title from the pre-existing dropdown list.
If an error has been made or something has changed, you can always click “Edit” and correct the name, reset the password, add or remove dashboard access.
Once you have made the necessary changes, simply click “Update” on the bottom right-hand of the box. Or, if Brian is no longer with the organisation, you can just click “Delete”.
Soon, we will add the ability to change the email.