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 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.
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 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.
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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 members of your team/company 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 within 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 enabling group viewing and group drill-down. 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 Check-in.
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 Check-ins. Here is a walkthrough on how to follow a teammate's Check-ins.