In this article, we'll walk through how to configure the HR Outcomes Dashboard— a new feature that gives HR leaders visibility into key business outcomes: Manager Effectiveness, Employee Performance, Employee Engagement, and Retention. Account admins can define what metrics they want to use to measure these outcomes.
In this article, you will learn...
- How to access HR Outcomes Dashboard settings
- How to configure the HR Outcomes Dashboard and visibility
Access and availability
⛔️ Required access to the HR Outcomes Dashboard.
👥 This article is relevant to Account admins.
📦 This feature is available in the Total Platform pricing package.
Access HR Outcomes Dashboard settings
- Click on the settings gear in the top, right-hand corner of 15Five.
- Select 'Features' from the dropdown menu.
- Click on the 'Manager Effectiveness & Outcomes' section.
- Here, you'll see options to configure the following sections: Manager Effectiveness, Engagement Metrics, Performance Metrics, Turnover Metrics, and Visibility. Continue reading for steps on configuring each of these sections.
- Click on Outcomes Dashboard in 15Five's main, left-hand navigation.
- Click Configure in the top, right-hand corner of the screen.
- Here, you'll see options to configure the following sections: Manager Effectiveness, Engagement Metrics, Performance Metrics, Turnover Metrics, and Visibility. Continue reading for steps on configuring each of these sections.
Configure the HR Outcomes Dashboard
In this section, we'll walk through the metrics that are used to measure manager effectiveness, performance, engagement, and turnover, as well as available configuration options for each of these outcomes.
Estimated time to configure: 5-10 minutes
The Manager Effectiveness Indicator (MEI) allows admins to track manager effectiveness on a consistent basis across their organization and at the manager level. The indicator measures the competencies of an effective manager with assessments and evaluation of behaviors in 15Five. Admins can configure the indicator to reflect the aspects of manager effectiveness that most align with their organization.
How is the MEI calculated?
The MEI is calculated based on the weighting of two factors:
- Assessment of manager effectiveness, which can include scores from your organization's most recent manager effectiveness review cycle or engagement survey.
- Behaviors in 15Five, which can include usage data from five 15Five features: Check-ins, 1-on-1s, High Fives, Objectives, and Reviews.
Configure the MEI
View and adjust the configuration of your company’s MEI in Feature Settings. Or, expand the "Manager Effectiveness Indicator" section of the configuration page and click Edit configuration to open settings for the Manager Effectiveness Indicator.
For an in-depth explanation of how to configure the MEI and what's included in the MEI calculation, check out our "Configure the Manager Effectivness Indicator" Help Center article.
The Employee Engagement Metric measures how engaged people within your organization are. Research by Gallup found that engaged teams are 23% more profitable than those that are not engaged.
How is the Employee Engagement Metric calculated?
The primary metric for engagement is the engagement score that was collected from the most recent engagement survey. Learn how to launch an engagement survey.
The secondary metric is the average pulse score across the entire company over the last 31 days, counting the most recent metric for employees. Null values do not factor in.
Configure the Employee Engagement Metric
At this time, it is not possible to customize how this metric is calculated.
The Performance Metrics measure how people within your organization are performing.
How is the Performance Metric calculated?
There are three options to measure performance:
- Percent of employees who are Top Performers in the Talent Matrix (sourced from Best-Self Review®),
- Percent of employees who are Top Performers in Performance Ratings+ (sourced from Best-Self Review®), and
- Percent of objectives with "On Track" status (sourced from Objectives).
During configuration, you can select which of these metrics you want to serve as the primary metric and which you want to serve as the secondary metric.
Configure Performance Metrics
- View and adjust the configuration of your company’s Performance Metrics by expanding the "Performance Metrics" section of the configuration page and clicking Configure performance metrics.
-
Select and configure your primary performance metric. Choose which metric you want to use to track performance at the top of the configuration page.
-
If you choose Talent Matrix, you will be asked to select your most recent Best-Self Review® cycle from a dropdown menu. From there, you will select the two review cycle questions you want to use to identify top performers.
Preview how much of your organization is captured in the selected data set.
Then, select an optional secondary performance metric that will appear in smaller text in the outcome scorecard of the HR Outcomes Dashboard. -
If you choose Performance Ratings +, the primary metric will be the % of your organization that fell into the “top” rating in your most recent review cycle that utilized performance ratings+, according to the rubric applied to the review cycle. Learn how to set up Performance Ratings+.
Preview how much of your organization is captured in the selected data set.
By default, the secondary metric will be objectives with "on track" status. -
If you choose Objectives on Track, your primary metric will be the percentage of objectives that are marked as "On Track." Objective owners can update their objectives with a status, and an "On Track" status represents objectives that are in good standing and on their way to completion. This metric does not include self-development objectives.
Preview how much of your organization is captured in the selected data set.
By default, the only option for the secondary metric is percent of employees in top Performance Ratings+ level.
For more information about how these metrics are calculated, check out this table:
| Metric | Calculation/Calculation for top performers | Calculation for bottom performers |
| Talent Matrix | The % of your organization that fell into the “top box” (top, right) based on the review cycle you select and the questions you select (percentage based on the number of participants in the review cycle, not total active users at the time collected). | The % of your organization that fell into the “bottom box” (bottom, left) based on the review cycle you select and the questions you select (percentage based on the number of participants in the review cycle, not total active users at the time collected). |
| Performance Ratings | The % of your organization that fell into the “top” rating in your most recent review cycle that utilized performance ratings+, according to the rubric applied to the review cycle. This is calculated as follows: the # of active users with a “top” rating / total active users who have participated in a review cycle with performance ratings +. | The % of your organization that fell into the “bottom box” (bottom, left) based on the review cycle you select and the questions you select (percentage based on the number of participants in the review cycle, not total active users at the time collected). |
| Objectives On Track | The % of objectives that were marked on track over the past 31 days (total number of objectives marked on track / total number of active objectives) |
Estimated time to configure: 5-10 minutes
The Turnover Metric measures turnover within your organization.
How is the Turnover Metric calculated?
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. Read more about adding turnover data to 15Five.
Configure Turnover Metrics
You can select what timespan of termination dates you want to capture in the turnover metric. Options are Year to Date or last 30, 60, or 90 days.
The visibility section controls who has access to view and interact with the Outcomes and Manager Effectiveness Dashboards. By default, Account admins and HR admins can see these dashboards, but visibility can be customized to suit your organization's needs. Account admins can manage role-based access and grant access to specific individuals.
Configure visibility
- View and adjust visibility settings by expanding the "Visibility" section of the configuration page.
- Remove access from account admins or HR admins by unchecking the box to the left of the role title.
- Give additional individuals access to view the Outcomes and Manager Effectiveness Dashboards by selecting their names in the "Include people" field.
- When you're done, remember to Save your changes.