15Five's HR Outcomes Dashboard enables leaders to measure the outcomes that matter most to your people and your bottom line: manager effectiveness, employee engagement, performance, and turnover. When you first access the HR Outcomes Dashboard, scorecards will likely display in a default empty state, then populate as you collect or add relevant data in 15Five.
This article walks through how to collect and integrate data from performance reviews, goals, engagement surveys, check-ins, 1-on-1s, and your HRIS to populate the HR Outcomes Dashboard— so that you can begin measuring and gaining insights to improve outcomes.
Download the HR Outcomes Dashboard Data Cheat Sheet!
In this article, you will learn...
- How to populate the Manager Effectiveness Scorecard
- How to populate the Engagement Scorecard
- How to populate the Performance Scorecard
- How to populate the Turnover Scorecard
- 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 Total Platform pricing package.
Populate the Manager Effectiveness Scorecard
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
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:
- ⭐️ 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.
- Core EngageSurvey: If you'd also like to populate the Engagement Scorecard 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 Scorecard) 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.
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:
- ⭐️ 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.
- Performance Ratings+: To feed two birds with one scone, you can also include Performance Ratings+ in your review cycle to populate the Performance Scorecard 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 Scorecard.
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 Scorecard, ensure your team is taking the appropriate feature-specific actions.
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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)
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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
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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
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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
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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
Populate the Engagement Scorecard
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
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.
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 Scorecard
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 performance-based question.
How to populate
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 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.
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
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 Scorecard, 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…").
Populate the Turnover Scorecard
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 Scorecard, 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
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 HR Outcomes Dashboard by specific demographic characteristics, giving you the ability to identify patterns in performance, engagement, and retention and the factors driving them.
Frequently Asked Questions (FAQs)
If your organization has not yet collected or input relevant outcomes data in 15Five, scorecards will display in a default empty state similar to this:
Once you've collected relevant data from performance reviews, goals, engagement surveys, check-ins, 1-on-1s, and your HRIS, scorecards will look similar to this:
You can configure the dashboard by following these steps.
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.