The Manager Effectiveness Indicator (MEI) is a powerful measurement— visible on the HR Outcomes Dashboard and MEI Dashboard— 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. In this article, we'll walk through how to configure the MEI for your organization.
In this article, you will learn...
- How to configure the Manager Effectiveness Indicator
- What factors you can include in your organization's MEI
Access and availability
⛔️ Required access to HR Outcomes Dashboard.
👥 This article is relevant to Account admins.
📦 This feature is available in the Total Platform pricing package.
Configure the MEI
The MEI can be configured to include Manager Effectiveness Assessments and Behaviors in 15Five. On the MEI configuration page, you can customize which factors to include in your company's MEI and how much these factors should be weighted to best suit company needs.
- Click Manager Effectiveness in 15Five's main, left-hand navigation.
- Click Configure in the top, right-hand corner of the dashboard.
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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.
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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.
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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.
Tip
Hover to see which inputs are collected to measure a subfactor.
- When you're done, Save your changes.
Tip
Don't forget to periodically review your configuration settings! If your company has recently started using a new feature, launched a manager effectiveness review, or initiated an engagement survey, it's a good idea to revisit your MEI configuration settings to ensure that all relevant factors are included. You can see the last time your configuration was updated in the bottom, left-hand corner of the configuration page.
What factors can I include in my organization's MEI?
The MEI includes two factors: 1) Manager Effectiveness Assessment, and 2) Behaviors in 15Five. Within both of these factors, we offer sub-factor options that allow you to customize the MEI to reflect your organization's philosophy of what makes an effective manager.
Manager Effectiveness Assessment
This factor of the Manager Effectiveness Indicator represents a formal assessment (collected as a review cycle or through a survey) of how a manager exhibits key manager effectiveness competencies.
You can include the following assessments in your configuration:
A Manager Effectiveness Review is a formal evaluation of manager effectiveness, collected through a Best-Self Review® cycle, to gather perspectives from direct reports, peers, and the manager's manager. You can launch a stand-alone Manager Effectiveness Review cycle, or include it in a larger review cycle. Learn more about running a Manager Effectiveness Review cycle.
Behaviors in 15Five
The second factor of the Manager Effectiveness Indicator is Behaviors in 15Five. This factor measures how effectively managers and their direct reports utilize 15Five features to enhance manager effectiveness.
You can select which features you want to include or exclude in your configuration, and the weight of their impact on the MEI can be adjusted to accurately reflect expected usage and importance.
You can include the following features in your configuration:
The Check-ins usage component includes data from the Check-ins feature that reflects how managers and their direct reports consistently submit, review, and provide feedback on work priorities.
Inputs collected for Check-ins usage are:
- Percent of Check-ins submitted by direct reports
- Percent of submitted Check-ins reviewed by managers
- Percent of reviewed Check-ins that managers interacted with. Interactions include:
- Comment on answer
- Liking a comment an answer
- Reacting to a comment
- Comment on a priority status
- Liking a priority status
- Reacting to a priority status
- Percent of Check-ins submitted by managers
For calculating:
- We calculate the percentage of the inputs for each individual manager for Check-ins within the last 30 days.
- We then equally average the individual input scores for a manager to determine the Check-in subfactor score
The 1-on-1s usage component includes data from the 1-on-1s feature that reflect how managers consistently meet with the direct reports to provide feedback, remove blockers, and guide career growth.
Inputs collected for 1-on-1s usage are:
- Percent of direct reports that had a 1-on-1 with their manager in the last month
- Percent of 1-on-1s with direct reports that included a completed talking point or notes added by the manager
For calculating:
- We calculate the percentage of the inputs for each individual manager for 1-on-1s that were ended within the last 30 days.
- We then equally average the individual input scores for a manager to determine the 1-on-1 subfactor score.
The High Fives usage component includes data from the High Fives feature that reflect how managers consistently encourage their direct reports through recognition.
The input collected for High Fives usage is:
- Percent of direct reports that received a high five from their manager in the last month
The Objectives usage component includes data from the Objectives feature that reflect how managers and their direct reports commit to, support, and meet goals that are aligned with the business.
Inputs collected for Objectives usage are:
- Percent of objectives owned by direct reports that are on track
- Percent of objectives owned by the manager that are on track
- Percent of objectives owned by direct reports that were updated in the last month
- Percent of objectives owned by the manager that were updated in the last month
The Reviews usage component includes data from the Best-Self Review® feature that reflect how managers provide feedback and have conversations with their direct reports about their performance.
Inputs collected for Reviews usage are:
- Percent of reviews for direct reports that were completed by the manager
- Percent of reviews for direct reports that managers shared
Frequently Asked Questions (FAQs)
Changes made to your configuration are immediately applied to your organization's MEI. This allows you to see how your configuration impacts the MEI in real-time so you can adjust the configuration to best represent manager effectiveness within your organization.