Populate the HR Outcomes Dashboard with data – 15Five Help Center

15Five's HR Outcomes Dashboard helps HR leaders measure and improve the outcomes that matter most to both your people and your bottom line—Engagement, Performance, and Turnover—alongside their biggest driver: Manager Effectiveness.

But before you can surface meaningful insights, you need to ensure the right data is flowing into 15Five. This article walks you through the specific steps required to fully populate the dashboard, then dives deeper into how each outcome is measured.

In this article, you will learn...

How are Outcomes Measured?
Steps to Populate the Dashboard
Frequently Asked Questions (FAQs) ❓

Access and availability

⛔️ Required access to the HR Outcomes Dashboard.
👥 This article is relevant to roles and individuals assigned access to the Outcomes Dashboard and MEI.
📦 This feature is available in the Perform and Total Platform pricing packages.

How are Outcomes Measured?

In this section, we'll walk through what each outcome means, how it's measured, and how to get outcome-specific data flowing into the HR Outcomes Dashboard.

Engagement

What it is

Here at 15Five, we define employee engagement as "an employee’s intellectual and emotional connection with their employer, demonstrated by their motivation and commitment to positively impact the business’s vision and goals."

How it's Measured

On the HR Outcomes Dashboard, Engagement is measured in one of two ways:

Engagement Score (Default): The most recent average engagement score of all active users who participated in an engagement survey in the applied date range.
Average Pulse in Check-ins (Secondary): 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 Populate

🌟 Option 1 [Recommended]: Run an Engagement Campaign, preferably using the "Total Engagement" survey. Taking about 7 minutes to complete, this survey combines everything you need to deeply understand employee engagement and what’s driving it.

This survey includes:

7 Core Statements used to calculate the Engagement Score
Statements aligned with the 17 Drivers of Engagement to reveal what’s helping or hindering engagement
8 Manager Effectiveness Statements to assess how employees experience their direct manager
eNPS (Employee Net Promoter Score) Question + Open Response to measure loyalty and advocacy

Help Center article 💡: Quick-launch Guide: Engagement Campaigns

✏️

Note

You can also use the Engagement + Drivers or Engagement Score surveys to populate the Engagement Tile. However, these surveys don't offer as comprehensive of a view of engagement. Learn more about survey options →

Option 2: Utilize Check-ins

If you’re not ready to run a campaign, you can populate the Engagement Tile using Pulse Scores from Check-ins. At the top of each Check-in, employees respond to the Pulse question: "How did you feel at work since your last Check-in?"

Using these responses, the dashboard displays the average Pulse score across active employees from the past 31 days. This gives you a real-time signal of morale while you prepare to run a more robust engagement campaign.

Help Center article 💡: Submit a Check-in

Performance

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Turnover

Manager Effectiveness

Steps to Populate the Dashboard

When you first access the HR Outcomes Dashboard, the Outcome Tiles and Data Insights will likely appear in a default empty state. As you begin syncing or collecting relevant data in 15Five, the dashboard will populate automatically. Once data is flowing, you’ll unlock insights to guide strategic, data-backed decisions.

Take the steps below to populate your dashboard with data.

Connect Your HRIS

Syncs people data, demographics, and turnover info into 15Five.

Run an Engagement Campaign

Feeds data into the Engagement Tile and Manager Effectiveness Indicator (MEI)

Hold or Import a Review Cycle

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How Outcomes are Measured & Populated

To make strategic decisions, you need to understand not only what each outcome means—but also how it’s measured and how to get data flowing into the HR Outcomes Dashboard. Expand each outcome below to learn more.

Engagement

Engagement reflects how connected and committed employees feel to your organization and its goals.

How it's measured

On the HR Outcomes Dashboard, Engagement is measured in one of two ways:

⭐️ Engagement Score (Recommended): The most recent average engagement score of all active users who participated in an engagement survey in the applied date range.
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.

✏️

Note

It's not possible to change how Engagement is measured. If your organization has run an engagement campaign, the Engagement Tile will default to Engagement Score. If not, it will default to Average Pulse.

How to populate

Employee engagement is "an employee’s intellectual and emotional connection with their employer, demonstrated by their motivation and commitment to positively impact the business’s vision and goals."

How it's measured

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 populate

Run a full engagement campaign

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 Tile) 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 Tile. Learn more.
eNPS: Measures employee satisfaction and loyalty by asking about their likelihood to recommend the organization. Learn more.

Utilize Check-ins

If your organization hasn't run an engagement campaign, engagement will be measured by the average Pulse score given in Check-ins by all active users, using the most recent Pulse score given in the past 31 days. The Pulse question at the top of Check-ins asks employees, "How did you feel at work since your last Check-in?" on a 1-5 scale and is great for giving managers and executives an at-a-glance view of company morale.

That said, if you choose to use Pulse as a measure of engagement, it's important to ensure your organization is consistently utilizing Check-ins. Check out the "Best Practices" section of our Check-ins Feature Overview article for tips on how to increase Check-ins adoption in your organization. You can also use the Pulse dashboard to dig into data including Average Pulse, Pulse Answers, Individual metrics, and Group metrics.

Populate the Performance Tile

Employee performance is an employee's consistent and effective contribution to their role and responsibilities within the organization, demonstrated by their ability to meet or exceed performance expectations, contribute to the achievement of the company's objectives, and consistently deliver high-quality work that positively impacts the organization's overall success.

How it's measured

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 opinion-scale question.

On the Dashboard 📊

Performance designations are assigned based on the performance rating or opinion-scale response a participant received. The top option corresponds to Top Performers, the bottom to Bottom Performers, and all others to Mid Performers.

For example, let’s say your Performance Ratings+ rubric contains five categories: 1) Does not meet expectations, 2) Needs improvement, 3) Meets expectations, 4) Often exceeds expectations, and 5) Consistently exceeds expectations.

In this case, a rating of “5” would classify a participant as a Top Performer, “1” as a Bottom Performer, and ratings of 2, 3, or 4 as Mid Performers.

How to populate

Hold a performance review that includes Performance Ratings+

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 Performance Tile, 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 Tile on the HR Outcomes Dashboard.

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Hold a performance review that includes a performance-specific question

Learn how to create a review cycle

As an alternative to using Performance Ratings+, you can select an opinion-scale question in manager reviews to source performance designation. If you choose this option to populate the Performance Tile, we recommend either...

Using a default manager review question template and selecting one of the 15Five Private Manager Assessment questions to measure performance OR
Creating a custom manager review question template that contains a straightforward performance designation question (e.g. "My overall assessment of [Name]’s performance during this review period was…").

Import an external review cycle that includes performance designations

The Performance tile of the HR Outcomes Dashboard is automatically populated for customers who have imported external review cycles containing performance designations.

Populate the Turnover Tile

Regrettable turnover occurs when somebody’s departure from the company negatively impacts the organization, or when a high-performing employee that the company would have liked to keep decides to leave of their own accord.

How it's measured

On the HR Outcomes Dashboard, Turnover is measured by the number of employees who were terminated in a given timeframe divided by the average number of active users during the same timeframe.

How to populate

To populate the Turnover Tile, you need to add termination data to 15Five. There are three methods for doing so:

⭐️ From your HRIS (Recommended)
Via a Bulk Import CSV
Manually, on a one-off basis for each employee

Learn how to add turnover data to 15Five →

💡

Tip

Integrating with your HRIS allows you to automatically sync demographic attributes for your team. Once these attributes are populated, you can use them to filter reports, giving you the ability to identify patterns in performance, engagement, and retention, as well as the factors driving them.

Populate the Manager Effectiveness Tile

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. 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.

How it's measured

The MEI is calculated using a custom formula that can include inputs from two factors:

Manager Effectiveness Assessments: Subjective assessments in which managers are formally evaluated on how they live out 15Five's Manager Effectiveness Competencies by themselves or with people they work closely with. Inputs are gathered through holding manager effectiveness engagement surveys or review cycles.
Behaviors in 15Five: Objective data points gathered from usage data in Check-ins, 1-on-1s, High Fives, Objectives, and/or Best-Self Review® cycles.

How to populate

Run an engagement campaign that includes the Manager Effectiveness Survey

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:

⭐️ 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 Tile. Learn more.
Core EngageSurvey: If you'd also like to populate the Engagement Tile on the HR Outcomes Dashboard, you should also include the Core EngageSurvey in your campaign. This survey contains 58 statements, which respondents answer on a 5-point Likert scale, providing robust reporting options, including the Engagement Score (which populates the Engagement Tile) and Driver Scores (which help inform insights and recommendations on the HR Outcomes Dashboard). View the core engagement survey in-app here.
eNPS: Measures employee satisfaction and loyalty by asking about their likelihood to recommend the organization. Learn more.

Hold a performance review that includes the Manager Effectiveness question template

Learn how to create a review cycle

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

⭐️ 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 Tile.
Performance Ratings+: To feed two birds with one scone, you can also include Performance Ratings+ in your review cycle to populate the Performance Tile on the HR Outcomes Dasboard. 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 Tile.

Use 15Five features

As we mentioned earlier, you can include behaviors in 15Five— objective data points gathered from usage data in features— to configure your organization's MEI. To populate the Manager Effectiveness Tile, ensure your team is taking the appropriate feature-specific actions.

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
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
Best-Self Review®: The Reviews usage component includes data from the Best-Self Review® feature that reflects 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) ❓

What do Outcome Tiles look like in an empty state vs a populated state?

If your organization has not yet collected or input relevant outcomes data in 15Five, Outcome Tiles will display in a default empty state similar to this:

Once you've collected relevant data by taking actions like connecting your HRIS, holding performance reviews, and completing engagement surveys, Outcome Tiles will look similar to this:

How do I configure the HR Outcomes Dashboard?

You can configure the dashboard by following these steps.

I'm done configuring and populating the dashboard...now what?

Once your HR Outcomes Dashboard is up and running, you can use it to monitor trends in outcomes, create targeted action plans to drive outcomes performance, and demonstrate the impact of HR on other areas of your business. Learn how to use the HR Outcomes Dashboard.