This article provides a framework to get the HR Outcomes Dashboard up and running. You can access more resources related to the HR Outcomes Dashboard in our Help Center.
This article contains the following sections:
- What is the HR Outcomes Dashboard?
- Decide how you want to measure outcomes
- Configure outcomes and visibility
- Get familiar with the dashboard
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.
What is the HR Outcomes Dashboard?
The HR Outcomes Dashboard is a tool within 15Five that allows leaders to measure four key outcomes: Manager Effectiveness, Employee Engagement, Employee Performance, and Turnover. Outcomes are measured using relevant data points from 15Five features. Read more about the HR Outcomes Dashboard, or check out the video below for a quick walkthrough:
Before you can begin using the HR Outcomes Dashboard to measure outcomes for your organization, a few preparatory steps are required. Those steps are:
- Decide how you want to measure outcomes and take appropriate next steps
- Configure outcomes and visibility
- Get familiar with the dashboard
In this article, we will walk through these steps— but first, let's talk about what the HR Outcomes Dashboard may look like the first time you access it.
What the HR Outcomes Dashboard looks like
Since each outcome on the dashboard is calculated using different data points from 15Five features, what you see when you first access the HR Outcomes Dashboard depends on your organization's usage of 15Five.
When there are no relevant 15Five data points for an outcome in your company's instance, it will show in an empty state:
When there are relevant 15Five data points for an outcome in your company's instance, it will show in a more complete/robust state:
For existing customers, here's what your dashboard will likely look like:
- Manager Effectiveness will populate based on current usage with 15Five's default formula, which is based on platform usage. This score may be inaccurate depending on what features your organization is currently utilizing, so we suggest configuring your Manager Effectiveness Indicator (MEI) prior to measuring manager effectiveness.
- Engagement will display a score if engagement survey or Pulse data is in the system.
- Performance will be in an empty state until you configure the Performance metric.
- Turnover will be in an empty state until you input turnover data.
As you continue through this guide, you will learn how to collect the necessary data to generate a comprehensive score display for each outcome. The more your organization utilizes the 15Five platform, the more precise and informative the outcomes will become.
Decide how you want to measure outcomes
Outcomes are calculated using data points from 15Five features. Use the dropdowns below to dig into the data points used to measure each outcome and what steps need to be taken to collect this data.
You can measure manager effectiveness through 1) Manager Effectiveness Assessments and/or 2) Behaviors in 15Five.
Manager Effectiveness Assessments
Manager Effectiveness Assessments are formal evaluations of manager effectiveness. Each of these assessments contains 8 questions and can be launched alone or included in an upcoming review cycle or engagement survey.
- A Manager Effectiveness Review Cycle is a Best-Self Review® cycle in which a manager's direct reports, peers, and manager answer strategic questions about their effectiveness. Learn how to run a Manager Effectiveness Review cycle.
- A Manager Effectiveness Engagement Survey is an engagement survey leveraging 15Five's Engage feature in which a manager's direct reports anonymously answer strategic questions about their effectiveness. Learn how to run a Manager Effectiveness Engagement Survey.
Next step
If you want to use either or both of these assessments to measure manager effectiveness, you should consider how and when you want to hold them. You can either send these assessments out alone or as part of a larger company-wide review cycle or engagement survey. We suggest only sending one of these assessments out at a time (either the review cycle or the engagement survey) and alternating between the two assessments on a quarterly frequency.
If you're not ready to send out a Manager Effectiveness Assessment yet, no worries! You can exclude this factor in your configuration for the time being and, once you hold an assessment, edit the configuration accordingly.
Behaviors in 15Five
Manager effectiveness can also be measured using feature-specific behaviors in 15Five. As you configure your company's MEI, you can choose to include or exclude any of the following features:
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Check-ins: This sub-factor includes data from the Check-ins feature that reflects how managers and their direct reports consistently submit, review, and provide feedback on work priorities. The data points we use to measure manager effectiveness through Check-ins are:
- % of Check-ins submitted by direct reports
- % of Check-ins submitted by the manager
- % of Check-ins reviewed by the manager
- % of reviewed Check-ins that managers interacted with (added comments or reactions)
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1-on-1s: This sub-factor includes data from the 1-on-1s feature that reflects how managers consistently meet with their direct reports to provide feedback, remove blockers, and guide career growth. The data points we use to measure manager effectiveness through 1-on-1s are:
- % of direct reports that had a 1-on-1 with their manager in the last month
- % of 1-on-1s with direct reports that included a completed talking point or notes added by the manager
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High Fives: This sub-factor includes data from the High Fives feature that reflects how consistently managers encourage their direct reports through recognition. The data point we use to measure manager effectiveness through High Fives is:
- % of direct reports that received a high five from their manager in the last month
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Objectives: This sub-factor includes data from the Objectives feature that reflects how managers and their direct reports commit to, support, and meet goals that are aligned with the business. The data points we use to measure manager effectiveness through Objectives are:
- % of objectives owned by direct reports that are on track
- % of objectives owned by the manager that are on track
- % of objectives owned by direct reports that were updated in the last month
- % of objectives owned by the manager that were updated in the last month
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Reviews: This sub-factor includes data from the Best-Self Review® feature that reflects how managers provide feedback and have conversations with their direct reports about their performance. The data points we use to measure manager effectiveness through reviews are:
- % of reviews for direct reports that were completed by the manager
- % of reviews for direct reports that managers shared.
Next steps
If you want to use any of these feature-specific behaviors to measure manager effectiveness, it's important to set clear expectations with employees around the data points we collect so they can begin holding themselves and their teams accountable. We suggest doing this through both an announcement during a company-wide meeting and a company-wide email.
For example: "Hey team! We're excited to announce that [COMPANY] is going to begin using 15Five's Check-ins feature— a great tool to facilitate productive conversations between managers and their teams and help leadership proactively identify roadblocks. Our expectation is that everyone, including leadership, will submit weekly Check-ins, and managers will read, interact with, and review Check-ins submitted by their teams."
Check out our "Email templates to announce and launch 15Five" Help Center article for inspiration as you craft your message.
At this time, it's not possible to customize how engagement is measured on the HR Outcomes Dashboard. The Engagement outcome card displays one of two metrics:
- [Primary] The Engagement Score that was collected from your organization's most recent 15Five engagement campaign, or, if you've never run an engagement campaign,
- [Fallback] The average Pulse score across your entire company over the last 31 days.
What is an Engagement Score?
The Engagement Score is a metric that assesses how engaged your employees are and is calculated based on how employees answered a specific set of questions on the engagement survey. Learn more.
What is a Pulse score?
The Pulse question is a question included on Check-ins that asks, "How did you feel at work since your last Check-in?" This question is incredibly powerful, giving managers and executives an at-a-glance view of company morale. Learn more.
Next steps
If your organization hasn't ever run an engagement campaign or hasn't done so in the past 180 days, we suggest launching an engagement campaign prior to measuring engagement using the HR Outcomes Dashboard. Learn how to launch an engagement survey.
There are three options for metrics you can use to measure performance:
- [Recommended] Percent of employees who are Top Performers in Performance Ratings+ (sourced from Best-Self Review®),
- Percent of employees who are Top Performers in the Talent Matrix (sourced from Best-Self Review®), and
- Percent of objectives with "On Track" status (sourced from Objectives).
You have the option to select a primary metric and an optional secondary metric on the Performance outcome card. If you choose to include a secondary metric, it will appear in a smaller font on the outcome card.
Performance Ratings +
With 15Five's Performance Ratings+ tool in Best-Self Review®, you can automate numerical scores for participants in the review cycle. This is done using a custom formula that combines aggregate scores from self and/or manager review answers. Learn more about Performance Ratings +.
If you choose to use Performance Ratings+ to measure performance, the Performance outcome card will show the % of your organization that fell into the “top” rating. The Outcomes Dashboard will look at all review cycles and find each individual's most recent Performance Ratings + level, which allows you to factor multiple review cycles into your dashboard’s Performance Metric.
Talent Matrix
15Five's Talent Matrix is a visualization tool within Best-Self Review® that's used alongside the Private Manager Assessment to help HR teams and managers easily identify high and low performers. Learn more about Talent Matrix.
If you choose to use Talent Matrix to measure performance, the Performance outcome card will show the % of employees who were in the top box in the Talent Matrix (i.e. that were top performers). You will be asked to select a review cycle and two questions asked in that review cycle to base the Talent Matrix on.
Objectives 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.
If you choose to use Objectives on track to measure performance, the Performance outcome card will show the % of objectives that were marked as "on track" over the past 31 days. This metric does not include self-development objectives.
Next steps
We recommend using Performance Ratings+ to measure performance, as it provides the most complete and accurate measurement of employee performance. To use Performance Ratings+ as your performance metric, you must hold a review cycle that includes Performance Ratings+. Prior to creating the review cycle, you'll be asked to create a performance ratings formula and a performance ratings rubric. Then, you will select the option to include Performance Ratings+ in the cycle during review cycle creation.
At this time, it's not possible to customize how turnover is measured on the HR Outcomes Dashboard. The Turnover score measures turnover within your organization and is calculated by the number of employees who have a termination date in the past 30 days divided by the number of average active users during that time frame.
Next steps
Before you begin measuring turnover, you need to add turnover data to 15Five.
Configure outcomes and visibility
Once you decide how you want to measure outcomes and take appropriate next steps, it's time to configure the HR Outcomes Dashboard. Use the dropdowns below to learn about how to configure each outcome.
Estimated time to configure: 5-10 minutes
- Click Manager Effectiveness in 15Five's main, left-hand navigation.
- Click Configure in the top, right-hand corner of the screen.
- You're now on the configuration page for the Manager Effectiveness Indicator (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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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.
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.
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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.
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.
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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.
We provide a recommended weight for each component, but you can customize them to better align with your company's usage and needs. -
Save your changes.
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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.
At this time, it is not possible to customize how this metric is calculated. The Engagement outcome card displays one of two metrics:
- [Primary] The Engagement Score that was collected from your organization's most recent 15Five engagement campaign, or, if you've never run an engagement campaign,
- [Fallback] The average Pulse score across your entire company over the last 31 days.
Estimated time to configure: 2-5 minutes
- Click on Outcomes Dashboard in 15Five's main, left-hand navigation.
- Click Configure in the top, right-hand corner of the screen.
- You're now on the configuration page for the Outcomes Dashboard. From here, expand the 'Performance Metrics' section.
- Click Configure performance metrics.
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Select and configure your primary performance metric. Choose which metric you want to use to track performance at the top of the configuration page.
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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 the percentage of employees in the top Performance Ratings+ level.
The visibility section controls who has access to view and interact with the HR Outcomes Dashboard and Manager Effectiveness Indicator (MEI). By default, account admins and HR admins can view and interact with the HR Outcomes Dashboard and MEI. However, account admins can remove access for account admins or HR admins, as well as add additional individuals they want to have access to the HR Outcomes Dashboard and MEI.
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 and interact with the HR Outcomes Dashboard and MEI by selecting their names in the "Include people" field.
- When you're done, remember to Save your changes.
Get familiar with the dashboard
The final step to take prior to using the HR Outcomes Dashboard is to learn about how it works and what data is available.
With the HR Outcomes Dashboard, you can...
- Track manager effectiveness, engagement, performance, and turnover metrics in one place;
- View detailed data about individual departments, teams, and managers and compare that data to pinpoint where to take action;
- Understand how outcomes relate to each other, change over time, and measure up to benchmarks— so you can have confidence in making meaningful changes;
- Identify trends, make predictions, and recommend actions to improve the HR outcomes that drive business performance; and
- Use the alongside our Manager Effectiveness Indicator feature, allowing you to pinpoint specific managers to celebrate or coach/invest in.
The HR Outcomes dashboard is accessed by clicking Outcomes Dashboard in 15Five's main, left-hand navigation.
The dashboard contains two tabs: 'Summary' and 'Breakdown'.
- The 'Summary' tab contains the latest measured metric for each of the 4 HR Outcomes: Manager Effectiveness, Employee Engagement, Employee Performance, and Turnover. In this tab, you can also view insights and apply filters to view data for specific segments of people.
- The 'Breakdown' tab offers a different way to view the outcomes data, leveraging a table. Here, you can analyze outcomes and compare manager, outcome, or group types scores.
Use the 'Summary' tab
By default, the HR Outcomes Dashboard contains information for your entire company. The filter at the top of the page allows you to see results for a specific cohort.
- Click into the filter and select the cohort you want to filter by. Options are: by direct reports (i.e. by manager's team), by hierarchy (i.e. all managers that are in a specific manager's reporting line), by group type (the groups contained in each group type your organization has created).
- Upon filter selection, the dashboard will refresh to show results for the selected filter.
Below the filter, you'll see the outcome scorecards, which contain the latest scores for each of the 4 HR Outcomes: Manager Effectiveness, Employee Engagement, Employee Performance, and Turnover.
These scores are calculated based on the configurations you have set up for each outcome. Read more about what data is used to calculate your scores and how to configure score calculations.
Each scorecard contains a primary metric and a secondary metric.
Note
If your organization doesn't yet have data for outcome scores, the scorecards will display in a default empty state. As you add relevant data, the scores will become more accurate and actionable.
- Use the filter at the top of the page to view outcome scores for specific cohorts of people. Options are: by direct reports (i.e. by manager's team), by hierarchy (i.e. all managers that are in a specific manager's reporting line), and by group type (the groups contained in each group type your organization has created).
- Compare by manager or hierarchy: Go a level deeper with your data analysis to learn about the managers leading the people across your organization. By identifying managers who need support, you can learn into improving these outcomes across their teams. If specific managers or hierarchies have higher-than-average scores, ask them for best practices that can be shared with other leaders.
- Compare by group type: Compare the scores of all groups contained within a group type to see how they're comparing against each other. Does one department have much higher scores than the others? What are some factors that may lead to that (better 15Five feature usage, more effective managers, higher engagement)?
- Look at an outcome's scorecard to see the primary metric used to measure the outcome. Below the score, you can see the last time data was synced and the score was calculated.
- The bottom part of the scorecard contains additional information related to the outcome.
- Manager Effectiveness contains the percentage the manager effectiveness indicator score falls into related to other 15Five customers.
- Engagement contains the percentage the engagement score falls into related to other 15Five customers and the average Pulse score across your entire company over the last 31 days.
- Performance contains the percentage the performance score falls into related to other 15Five customers and the secondary metric you selected during outcome configuration (if you selected one).
- Turnover does not contain anything in the bottom section of its scorecard, as we only provide one way to measure turnover.
The bottom section of the 'Summary' tab is Discover insights. This section allows you to view the relationships between outcomes across your organization and drill down to discover insights about specific cohorts.
- Use the 'Discover insights' filter to choose which outcomes you want to compare. The options you can drill down into are: Manager Effectiveness (X-axis) & Engagement (Y-axis), Manager Effectiveness (X-axis) & Performance (Y-axis), and Performance (X-axis) & Engagement (Y-axis).
- You can view which cohorts the colors in the bar represent in the Y-axis legend at the bottom of the graph.
- Look to the right of a bar to see how many managers fall into the score range.
- Click into a bar in the graph to open a detailed table below the graph that shows the managers in the cohort and the details of the outcomes across their teams. For example— if you click into the "41-60" bar in the Manager Effectiveness and Engagement report in the example below, the table contains the 1 manager (with 6 direct reports) whose manager effectiveness indicator score falls between 41-60%.
Your company-level outcome scores are also in the top row to give you a benchmark for the organization. This allows you to see what teams are falling below the average and need more attention.Tip
As you use 'Discover insights" to compare managers and see the relationship between outcomes, ask yourself— how engaged are my top performers? How many of them have turned over recently? Are their managers effective? Use this section of the HR Outcomes Dashboard to develop and test hypotheses (e.g. "I expect that effective managers have engaged teams." "I expect more engaged people to perform more highly."), and use the data gathered to inform data-driven initiatives.
- To drill down into results for specific hierarchies, managers, or group types (the groups contained in each group type your organization has created), use the filter at the very top of the dashboard.
- From within this detailed table, click the arrow to the right of a manager's name to display a side sheet that shows more information about the manager, including their scores for each outcome, their span of control (number of direct reports), and their span of influence (total number of people below them in their hierarchy).
- Click the Effectiveness summary button to open the 'Compare' tab of the Manager Effectiveness Indicator, which allows you to see how the manager effectiveness scores of all managers compare to one another.
Use the 'Breakdown' tab
By default, the HR Outcomes Dashboard contains information for your entire company. Use the filter at the very top of the page to filter results. Options are: by direct reports (i.e. by manager's team), by hierarchy (i.e. all managers that are in a specific manager's reporting line), by group type (the groups contained in each group type your organization has created).
The table in the 'Breakdown' tab contains columns for each cohort that matches your selected filters. It also contains the following rows:
- Manager Effectiveness Score
- Engagement Score
- Talent Matrix Distribution
- Turnover Score
- Click the arrow to the left of a cohort name to show a snapshot of managers within that cohort
- Once you've opened the manager snapshot, click the arrow to the far right to open the manager details side sheet that shows more information about the manager, including their scores for each outcome, their span of control (number of direct reports), and their span of influence (total number of people below them in their hierarchy).
- Click the Effectiveness summary button to open the 'Compare' tab of the Manager Effectiveness Indicator, which allows you to see how the manager effectiveness scores of all managers compare to one another.
And with that, you're ready to begin measuring outcomes using 15Five's HR Outcomes Dashboard! The rich data contained in the dashboard can be referenced at a moment’s notice to see how your organization is doing with regard to manager effectiveness, engagement, performance, and turnover— so you can make strategic decisions to help your business and your people prosper.