Bulk assign actions or discussions to managers

In this article, we'll walk through how to bulk assign actions or discussions to managers. This ability helps leaders streamline task management by enabling them to assign specific actions (like holding final meetings following review cycles) or discussions (like checking in about how employees are feeling about organizational changes or restructuring) to multiple managers at once.

In this article, you will learn...

Access and availability

⛔️ Required access to Manage actions.
👥 This article is relevant to Account admins and Managers of managers.
📦 This feature is available in all pricing packages.


Bulk assign an action or discussion

✏️

Note

Account admins can assign Actions to any selection of managers within their organization and Managers of managers can assign Actions to managers in their hierarchies.

  1. Click Home in 15Five's main, left-hand navigation.
    HomeMainNav.png
  2. Open the 'Manage actions' tab at the top of the page.
    Manage-Actions-Tab.png
  3. Click Create bulk actions in the top, right-hand corner of the screen.
    Create-Bulk-Actions.png
  4. Fill out the "Create action for Managers" form.
    Select an Action type

    Your options here are action or discussion. As a reminder, actions are tasks that a person needs to complete and discussions are important topics that a person needs to reflect on or collaborate with their team on.

    Action-Type.png

    Select a due date that the action should be completed by (Optional)

    If the action or discussion is time-sensitive, select the date you want people to complete it by.

    Action-Date.png

    Select Owners

    Select which managers are accountable for completing the action or discussion. Account admins can select from all managers in the organization and managers can select from managers in their hierarchy.

    Action-Managers.png

    Include direct reports as participants in the Action (Optional)

    Decide if managers' direct reports should be included as "participants" in the Action, signifying that they should be actively involved in its completion. If you select this option, the action or discussion will be visible to both managers and their direct reports. If you do not select this option, it will only be visible to managers.

    DR-Participants-Action.png

    Select a title

    Select a title for the Action. The text provided here is how the action or discussion will appear on the Actions Lists of owners. However, managers can change the text of the action or discussion once it is assigned to them.

    Action-Title.png

    Mark the action or discussion as private (Optional)

    As you select a title, you have the option to mark the action or discussion as private by clicking the lock icon. Marking an Action as private means that only you and the owner will be able to see it, even if you've assigned an impacted person. You will only see this option if you've assigned an impacted person for the Action.

    Make-Action-Private.png

    Add the Action to 1-on-1 agendas (Optional)

    As you select a title for an action or discussion, you have the option to add it to the current 1-on-1 agenda between the owner and selected impacted person. Actions will be added to 1-on-1 agendas as action items and discussions will be added to 1-on-1 agendas as talking points. You will only see this option if you've assigned an impacted person for the Action.

    Add-To-1on1.png

  5. Use the Summary at the bottom of the form to see how many people you're assigning the action or discussion to.
    Action-Summary.png
  6. When you're done, click Create action.
    Create-Action.png
  7. Once created, the actions will appear on manager homepages. If you selected the "include direct reports as participants" option, it will also appear on direct reports' homepages.
    Assigned-Action.png
  8. If at any time you want to edit an action, you can do so from the Manage Actions page.

Recommendations for bulk actions and discussions to create

Example Talking Points to assign

  • Discuss progress on objectives to identify what risks would impact achieving the goals and how you can help with prioritization.
  • Have a role-clarity conversation to ensure that expectations are clear. Identify areas of misalignment and understand interest in future growth opportunities.
  • Have a stay interview. Ask the following:
    • What do you enjoy most about your current role?
    • What aspects of your job do you find most challenging?
    • Do you feel your current skills are being utilized effectively?
    • How well do you feel your accomplishments are recognized and rewarded?
    • Are there specific tasks or projects you would like to be more involved in?
  • Discuss performance review results. Encourage their strengths and help identify action steps to improve in growth areas.

Example Action Items to assign

  • Review team OKRs to ensure they are aligned with business priorities and provide feedback to your team as needed.
  • Read through the new Employee Handbook and sign the acknowledgment.
  • Review the new compensation strategy.

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