We understand companies come in all shapes and sizes and 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. 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 team.
Guide 📖: Getting Started Guide
Success Center article 🗒: Set permissions and visibility for my group
Success Center article 🗒: Request to follow someone else's 15Fives
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Traditional management hierarchy (default)
By default, we have 15Five set up for a traditional management model. As the key administrator, you can add reports and reviewers and be able to drill down the organization. By drill down we mean that executives will see everyone's reports below them, managers will see their reporter's reports and anyone who reports to their reporters, and so on. For more details on this default visibility, see this article.
Note
This default visibility setting cannot be turned off; ie we do not have the option to disable viewing reports through drill-down. Anyone above you in the hierarchy will be able to see you 15Fives and this cannot be changed.
1. Invite your team, either in bulk or by individual.
2. Set due day. If your invites have employees 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.
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Total organizational transparency
If you would like to create a Full Transparency organization where everyone can read everyone's reports and make comments you can set up your organization by creating a group and enabling Group Drill-down and Group Viewing. Keep in mind that all reports will become viewable to everyone on this setting. All members of your team would need to be a part of the group.
1. Follow the traditional model of the setup shown above to first invite individuals.
2. From the left navigation menu, go to Settings>> 'People'>> 'Manage Groups'.
3. 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.
3. Add team 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
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Executive-level transparency
If you want to set up a structure with 15Five that only allows managers to have full transparency then you can do this by grouping only your managers in a dedicated Leadership Group and enable Group Viewing and Group Drilldown. This would grant managers in this group the ability to see one another's reports and be able to drill-down and see the direct reports of those managers.
1. Follow the traditional model of the setup shown above to first invite individuals.
2. From the left navigation menu, go to Settings>> 'People'>> 'Manage Groups'.
3. 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 to your group and enable group drill-down and group viewing.
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Matrix-style organization
If you have an organization where one report has two reviewers, for example, a manager and a supervisor then this might be the option for you. By default 15Five has one reviewer capability. Typically the 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 that person. This will give access to both the manager and supervisor and will give the ability to both make comments on the report.
1. Follow the traditional model of the setup shown above.
2. Assign the manager/reviewer to the appropriate direct report.
3. Advise the additional manager/reviewer to request to follow the employee's reports. Here is a walkthrough on how to follow a teammate's 15Fives.