Quick-launch guide: HR Outcomes Dashboard

On 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.

How to configure

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.

How to configure

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.

How to configure

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.

How to configure

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.
   

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.

How to configure

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.
   

A Human Resource Information System, or HRIS, is a software solution that serves as a centralized source of employee data. Integrating your HRIS enables you to quickly and easily sync data directly to 15Five, saving time and reducing redundancies. Plus, it sets you up to get more value out of the HR Outcomes Dashboard from the start. Learn how to connect your HRIS using 15Five's HRIS Connector.

Integrating your HRIS allows you to sync over turnover data, which is used to populate the Turnover Scorecard.

As an added bonus, integrating with your HRIS allows you to sync over demographic information for your team. Once demographic attributes are enabled and populated in 15Five, you can filter the dashboard by specific demographic characteristics, giving you the ability to identify patterns in performance, engagement, and retention and the factors driving them.

Running an engagement campaign helps you understand company, department, and team-level engagement. You can analyze the data to identify strengths and areas for improvement and compare progress over time and against industry benchmarks.

Learn how to launch an engagement campaign

There are a variety of survey options you can include in your campaign. To populate the HR Outcomes Dashboard, we recommend including these surveys in your campaign:

• Core EngageSurvey: Contains 58 statements answered on a 5-point Likert scale, providing robust reporting options, including the Engagement Score (which populates the Engagement Scorecard) and Driver Scores (which help inform insights and recommendations on the HR Outcomes Dashboard). View the core engagement survey in-app here.
• Manager Effectiveness Survey: An 8-statement survey that gathers anonymous feedback on manager effectiveness competencies. If you included the Manager Effectiveness Survey sub-factor in your MEI configuration, including this survey in your campaign will populate the Manager Effectiveness Scorecard. Learn more.
• eNPS: Measures employee satisfaction and loyalty by asking about their likelihood to recommend the organization. Learn more.

Data gathered from running a performance review enables you to use the HR Outcomes Dashboard to connect data about your high performers, low performers, and everyone in between to understand more meaningful insights and take action where it matters the most.

Learn how to create a review cycle

To populate the HR Outcomes Dashboard, we recommend including the following in your review cycle:

• Performance Ratings+: To populate the Performance Scorecard, we recommend including Performance Ratings+ in your review cycle. This tool automates a numerical score for each participant based on self and manager review ratings. Participants are then assigned a performance designation (high performer, low performer, everyone else), which is reflected in the Performance Scorecard on the HR Outcomes Dashboard.
• Upward reviews + Manager Effectiveness question template: As you create a review cycle, you'll be asked to select the review types you want to include (e.g. self, manager, peer, and upward) and question templates that will be used for each review type. To measure manager effectiveness, you should include upward reviews— reviews in which direct reports review their manager— and select 15Five's default Manager Effectiveness upward review question template. This template contains eight manager effectiveness questions in which direct reports reflect on how often their manager demonstrates manager effectiveness competencies. If you included the Manager Effectiveness Review sub-factor in your MEI configuration, using this question template will populate the Manager Effectiveness Scorecard.