15 EPIC Factors

The 15 EPIC Factors is one of the Key perspectives we use when evaluating the Employee and Company Experience.

15 EPIC Factors

Learning and Development

This is one of the values that has the greatest impact on human capital retention and measures the level of training and development available to employees. It also assesses how people feel about the training they receive and the career path designed for them within the company. It reveals their perception regarding training, learning, improving and acquiring new skills, as well as the level of company encouragement towards their growth.


Life Balance

This factor measures the consciousness of the company regarding the creation of spaces to allow employees to have a healthy balance between their work and private lives. It evaluates whether the company is one in which people can take care of their personal life or basically live for work only. It analyzes the attitude, interest and engagement of management, as well as the corporate culture regarding the time and general activities of its members.


Human Character

Human character is the highest representation there is of each and everyone of us. When we act with elevated values and behave humanely, with compassion and empathy, we are behaving with a high degree of human character. This factor measures to what extent people within the company act with a high level of consciousness in relation to their environment and the people around them. Here, we assess how much people follow the universal values, such as the Golden Rule, which suggests that we should treat people as we would like to be treated ourselves. This is also the place where we analyze how impartial, fair and even-handed we are when interacting with other people and groups.


Collaboration and Communication

This is the value that has the greatest impact on the level of clarity perceived by people in relation to other individuals and the organization. This is where we evaluate the quality of communication among all parts of the organization. It also measures the level of interaction between individuals and groups, as well as how open and effective the communication is within the company. It assesses the willingness of people to work and interact with other individuals, areas and teams. This factor also analyzes the behavior of people while performing their daily activities. This is where we can determine whether it´s a company and culture that collaborates or whether it´s a company that values individuality more than teamwork.


Social Connection

Coexistence among individuals is vital in order for people to feel “at home” and part of their environment. So, this factor assesses the depth of social relationships among individuals within the company. It measures how far beyond the workplace these relationships go and whether they become significant relationships that have a higher impact on the people working there. This is where we analyze whether the company is a place for people to create meaningful personal relationships or not.


Confidence in the Individual or the Company Confidence

This is one of the fundamental values needed in order for us to feel safe enough in our environment to develop and grow in a successful manner. This factor analyzes the level of confidence among the individuals and the company as a social organism. It measures the perception of people regarding the teams´ and employees´ degree of credibility. This is where we assess whether the company is a place in which people need to be alert and “careful” towards others or whether it´s an environment in which cooperation, trust, and safety are the norms that define the company’s culture.



This is where we assess to what extent the company, management, processes, and policies help facilitate work, as well as action-taking, and to what extent it actually controls and limits performance. This factor measures how complex or how easy it is to execute functions within the company. It rates the perception of the employees regarding the level of complexity or ease that exists in order to perform tasks, take actions and achieve goals and objectives. This will show how dynamic or how rigid the company is in terms of its processes, actions, and decisions. It analyzes whether this is an organization with a high or low level of bureaucracy, processes and requirements and how complex it is to perform certain tasks. When a company has a strong enablement or ease of action, it usually allows for more innovation and the birth of ideas and initiatives. On the other hand, when the company is more rigid, it will be a lot slower in terms of changes and implementation.



This factor measures the perception people have regarding the administrative behavior of management. It assesses the delegation of tasks, how people are being promoted and the behavior of the company leaders. It also analyzes management’s activities and execution. Here is where you’ll find people´s perception regarding the performance of management teams when executing their tasks. It measures how efficient and effective these management teams are at handling company resources.



This factor measures how much the company is focused on innovation and how avant-garde its processes, ideas, decisions, and actions are. It examines whether the company is open to change, new ideas, processes, and developments or whether it´s a company that does not encourage its employees to “think outside the box”. This is where we analyze how dynamic and flexible the company culture is. This factor also assesses the perception of people in relation to how progressive the company is in its operation, how prepared and willing it is to change its structures and how it adapts, or not, to current trends, behaviors, and technologies.



This is one of the most essential factors in order to develop an integrated team. When people are involved in what they do, there is passion, dedication, will, and enthusiasm while striving for excellence. Here, we measure the level of involvement of the assessed parts in the progress and development of the company. This factor determines the perception of individuals regarding their level of interest and commitment to their work, groups and the company.



Leadership within a company is one of the key factors, as the leaders are the ones in charge of steering the company in the right direction. In this factor we measure the employees´ perception regarding the level of direction given by the decision-makers. This is where we evaluate how guided the members of the company feel and how they perceive the quality of that leadership, its containment, direction and guidance. This factor assesses the quality of the communication, as well as the orders, control and feedback given by the people in charge of decision making within the teams and the different company departments.


Feedback and Recognition

When a company has a high level of feedback and recognition, it generally has a culture that invites people to make their maximum effort, as they know they will receive recognition for doing so. On the other hand, when people don’t reach their potential level, they will be informed in a constructive manner to continue their professional and personal development. This factor analyzes how often the company provides feedback and recognition. It also evaluates the quality of both factors to determine whether the employees feel that their environment at work provides enough feedback and recognition or whether these two factors have a low impact on generating a culture of continuous growth and improvement.



This factor indicates how fair and equitable people find the exchange between two parties. When it´s perceived as fair, people will generally feel satisfied with that interaction. Therefore, this factor measures how happy people are with respect to actions, policies, measures and processes within the company. This is where we evaluate the level of happiness of people regarding the general behavior of the company, its leaders and staff when dealing with other members of the organization.


Service and Quality

The level of quality and service given to both internal and external clients usually goes hand in hand with the feelings of pride, affection and respect towards one’s work, team and company. This is where we measure the level and quality of service provided. This factor evaluates how things are being done in the company, as well as the type of service, quality and attention to detail given to both internal and external clients.



This factor evaluates people’s perception regarding teamwork and how these work groups function. When there are strong teams that are committed to their members, work and company, a strong synergy develops, which then allows for employees to do more with less effort. This factor analyzes the employees´ perception regarding their level of unity within their team.



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