Options for Check-in visibility and hierarchy

We understand companies come in all shapes and sizes. Knowing that, we built 15Five with flexibility in mind. There are a variety of different ways you can organize your company when using 15Five, some of which are listed below. How you organize your company also impacts the visibility of Check-ins. If you have any questions regarding which visibility setting is best for your team, reach out to support@15five.com. Below are a few examples of visibility setups that could work for your company. 

Guide 📖: Getting Started Guide

Success Center article 🗒: Set permissions and visibility for my group

Success Center article 🗒: Request to follow someone else's Check-ins


Traditional management hierarchy (default)

By default, we have 15Five set up for a traditional management model. As an account administrator, you can add direct reports and reviewers and be able to drill down the organization. By drill down we mean that executives will see everyone's Check-ins below them, managers will see their direct reports' Check-ins and anyone who reports to their direct reports, and so on. For more details on this default visibility, see this article.

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Note

This default hierarchy visibility setting cannot be turned off; ie we do not have the option to disable viewing Check-ins through drill-down. Anyone above you in the hierarchy will be able to see your Check-ins and this cannot be changed.

1. Invite your team, either in bulk or by individual.

2. Set due day. If your invites have people that report to them, let them know they can invite them to be reviewed on their own account. To adjust due days, see this article.

3. Set up your questions. Here are some great questions to get you started.


Total organizational transparency

If you would like to create a fully transparent organization where everyone can read everyone's Check-ins, you can set up your organization by creating a single group with all people in it and enabling group drill-down and group viewing. Keep in mind that all Check-ins will become viewable to everyone on this setting. All people at your company would need to be members of the group.

1. Follow the traditional model of the setup shown above to first invite individuals.

2. From the Settings menu at the top right of your 15Five account, click People.

3. Click on the 'Manage Groups' tab.

4. Find the group type that you would like to add the group to, or click Create a new group type.

5. Once viewing the group type where the new group should be added, click Create a new group.

6. Add members to your group and enable the group drill-down and group viewing settings. For more information on group drill-down and group viewing, see this article.

Blog post 🗒: How to Drive Employee Engagement Via a Culture of Transparency


Executive-level transparency

If you want to set up a structure within 15Five that only allows top level managers to have full transparency, you can do this by grouping only those top level managers in a dedicated "Leadership" group. After the group is created, enable group viewing and group drill-down. This would grant members of the Leadership group the ability to see one another's Check-ins and be able to drill-down and see the Check-ins of the direct reports of all other group members.

1. Invite the individuals to 15Five. 

2. From the Settings menu at the top right of your 15Five account, click People.

3. Click on the 'Manage Groups' tab.

4. Find the group type that you would like to add the group to, or Create a new group type.

4. Once viewing the group type where the new group should be added, click Create a new group.

5. Add management/leadership as members of the group. Enable group drill-down and group viewing.


Matrix-style organization

If you have an organization where people have two reviewers, for example, a manager and a supervisor, then this might be the option for you. By default, 15Five has one reviewer per person capability. Typically the person's manager would be assigned as the reviewer, which leaves us with the supervisor. In order for the supervisor to view and engage with the person's Check-ins, have that supervisor request to follow the person. This will give access to both the manager and supervisor and will give the ability to both make comments on the Check-in.

1. Follow the traditional model of the setup shown above.

2. Assign the direct report to the appropriate manager/reviewer.

3. Advise the additional manager/reviewer to request to follow the individual's Check-ins. Here is a walkthrough on how to follow a teammate's Check-ins.

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