Configure the HR Outcomes Dashboard

Manager Effectiveness is measured using the Manager Effectiveness Indicator (MEI)— a powerful measurement that provides a holistic view of how effective your managers are by incorporating data from objective behaviors in 15Five and subjective data from assessments. The magic of this metric is in the configuration, which you can customize based on your organization's philosophy of what makes an effective manager.

The MEI is calculated using a custom formula that can include inputs from two factors:

1. Manager Effectiveness Assessments: Subjective assessments in which managers are formally evaluated on how they live out 15Five's Manager Effectiveness Competencies by themselves or people they work closely with. Inputs are gathered through holding manager effectiveness engagement surveys or review cycles. 
2. Behaviors in 15Five: Objective data points which are gathered from usage data in Check-ins, 1-on-1s, High Fives, Objectives, and/or Best-Self Review® cycles.

Estimated time to configure: 5-10 minutes

1. Expand the "Manager Effectiveness" section of the configuration page and click Edit configuration.
   

2. Adjust the importance of each factor in the MEI: Decide which factors matter most to your company by controlling the weight given to Manager Effectiveness Assessments and Behaviors in 15Five.
   

3. Select subfactors: Click + to the right of either factor to open subfactor options. To include a subfactor in your MEI calculation, check the box to its left.
   

4. Adjust the weight of subfactors with advanced configuration: Click Advanced configuration after expanding subfactor options to customize how much weight each subfactor should have on factor calculation. We provide a recommended weight for each subfactor, but you can customize them to better align with your company's usage and needs.
   
   

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   Tip

   Hover to see which inputs are collected to measure a subfactor.
   

5. When you're done, Save your changes.
   

On the HR Outcomes Dashboard, Engagement is measured in one of two ways:

• ⭐️ Engagement Score (Recommended): The average engagement score of all active users who participated in an engagement survey in the applied date range, using their most recent engagement score.
• Average Pulse in Check-ins: The average Pulse score given in Check-ins by all active users, using the most recent Pulse score given in the past 31 days.

It is not possible to customize how this metric is calculated. If your organization has run an engagement campaign, the Engagement Scorecard will default to display the Engagement Score. Otherwise, it will show Pulse.

The HR Outcomes Dashboard measures performance using user performance designations: Top Performers, Mid Performers (i.e. Everyone Else), and Bottom Performers. Performance designations can be sourced from two places in 15Five's Best-Self Review® feature:

• ⭐️ Performance Rating (Recommended): The % of active users whose most recent performance rating was in the top, middle, or bottom based on the selected Performance Ratings+ rubric.
• Specific review cycle question: The % of active users whose most recent performance designation was in the top, middle, or bottom based on a selected performance-based question.

Estimated time to configure: 5-10 minutes

1. Expand the "Performance Metrics" section of the configuration page and click Configure performance metrics.
   
2. At the bottom of this page, you'll see a list of review cycles that you can select from to pull performance data into the HR Outcomes Dashboard. Checking the box to the right of a cycle means that performance designations from that cycle will be reflected in the calculation of the Performance Scorecard.
   
3. In the "Performance Designation Source" column, you will see one of the following:
   • Performance Ratings+: The review cycle included performance ratings, which is our recommended option for measuring performance in the Performance Scorecard. This means that employees' performance designation will be determined by the performance rating they received in the review cycle.
   • Review Question: The question that will be used to determine employees' performance designations. You can select from any opinion-scale question in manager reviews.
     
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     Tip

     If you choose to use this option to source performance designations, we recommend selecting one of the 15Five Private Manager Assessment questions or including a straightforward performance designation question like "My overall assessment of [Name]’s performance during this review period was…" in the manager review question template.

   • External Data Import: The review cycle was imported to 15Five.
4. Use the "Details" section to see how many people fall into each performance designation based on selected cycles.
   
5. Once you've selected the review cycles you want to include, click Save configuration.
   

Turnover is measured by the number of employees who have a termination date Year to Date or in the past 30, 60, or 90 days, divided by the number of average active users during that time frame. Learn how to add turnover data to 15Five.

Estimated time to configure: 5-10 minutes

1. Expand the "Turnover Metrics" section of the configuration page.
   
2. Select what timespan of termination dates you want to be reflected in the HR Outcomes Dashboard.
   
3. When you're done, Save your changes.
   

1. View and adjust visibility settings by expanding the "Visibility" section of the configuration page.
   
2. Remove access from account admins or HR admins by unchecking the box to the left of the role title.
   
3. Give additional individuals access to view the Outcomes and Manager Effectiveness Dashboards by selecting their names in the "Include people" field.
   
4. When you're done, remember to Save your changes.