Configure the Manager Effectiveness Indicator

The Manager Effectiveness Indicator (MEI), visible on the Outcomes Dashboard and Manager Effectiveness Dashboard, provides a numerical score for how managers in your organization are performing. We recognize that manager effectiveness is both objective and subjective, so we give organizations the flexibility to customize the weight and calculation of the MEI using both subjective feedback and data from objective behaviors in 15Five. We also provide the flexibility to include or exclude feature behaviors depending on which of 15Five's features your organization is using.

In this article, you will learn...

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 is made up of two factors: Manager Effectiveness Assessment 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.

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Note

Configuration changes made to the MEI 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.

  1. Click Manager Effectiveness in 15Five's main, left-hand navigation.
    MEI-Nav.png
  2. Click Configure in the top, right-hand corner of the dashboard.
    Configure-HR-Outcomes-Dashboard.png
  3. Adjust the weights of the MEI factors. Decide which factors matter most to your company by controlling the weight given to the Manager Effectiveness Assessment and Behaviors in 15Five.
    MEI-Main-Config.png

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    Note

    You must run a manager effectiveness review cycle or a manager effectiveness engagement survey to include the Manager Effectiveness Assessment factor in your MEI.

  4. Choose which sub-factors you want to include in your MEI. Explore the components that are included in each factor by clicking the plus sign (+) to the left of the factor name. Include a component in your company's MEI by marking it with a checkmark.
    MEI-Sub-Factors.png

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    Note

    By default, all features that your company has enabled are included in the "Behaviors in 15Five" calculation. If you don't want a feature to factor into your company's MEI, simply uncheck the box to its left.

  5. Adjust the weights of sub-factors with advanced configuration. Click Advanced configuration at the bottom of a sub-factor section to open advanced configuration settings.
    Advanced-Config-Button.png
    We provide a recommended weight for each component, but you can customize them to better align with your company's usage and needs.
    MEI-Sub-Factor-Advanced-Config.png

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    Tip

    You can see what behaviors in 15Five are used to calculate each factor included in your organization's MEI configuration by opening the MEI 'Summary' tab and clicking How is the MEI calculated? under your organization's MEI.

  6. Save your changes.
    Save.png
  7. Remember to review your configuration settings periodically. If your company recently started utilizing a new feature or launched a manager effectiveness review or engagement survey, you'll likely want to revisit your configuration settings to make sure you're measuring the right things. You can always see the last time your configuration was updated in the bottom, left-hand corner of the configuration page.
    Last-Modified-MEI-Config.png

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 suit your company's usage and needs.

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 the 15Five manager competencies. This assessment can include the perspectives of direct reports, the manager, and the manager of the manager, depending on the facilitation method. An organization must run at least one of these assessment options to include the assessment factor in the indicator.

You can include the following components in your configuration:

Manager Effectiveness Review

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.

Manager Effectiveness Survey
A Manager Effectiveness Engagement Survey is a formal evaluation of manager effectiveness, collected through 15Five's Engage feature, to gather anonymous perspectives from direct reports. You can launch a stand-alone Manager Effectiveness Engagement Survey, or include it in a larger engagement survey. Learn more about running a Manager Effectiveness Engagement Survey.

Behaviors in 15Five

The second factor of the Manager Effectiveness Indicator is Behaviors in 15Five. This factor represents how a manager and their direct reports use the features of 15Five to support manager effectiveness.

The features that are included in this factor can be enabled or disabled, and the weighting of these features on the MEI can be adjusted to best reflect the expectations of how managers should use those features.

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Tip

You can see what behaviors in 15Five are used to calculate each factor included in your organization's MEI configuration by opening the MEI 'Summary' tab and clicking How is the MEI calculated? under your organization's MEI.

You can include the following features in your configuration:

Check-ins

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 and their manager
  • Percent of Check-ins reviewed by manager
  • Percent of reviewed Check-ins that managers interacted with (added comments or reactions)
1-on-1s

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
High Fives

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
Objectives

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
Reviews

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

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