Interact with Talent Matrix for my company

Talent Matrix is a flexible framework that enables review administrators and managers to better understand their people's talent and performance using the private manager assessment questions. Unlike traditional 9-box grids that are filled with bias and reduce growth mindset by assessing potential, Talent Matrix, when used alongside the private manager assessment, reduces rater bias for a more fair and objective assessment of performance data and promotion readiness. And yes—whether you create custom private manager assessment questions (yes/no or opinion scale) or use our science backed private manager assessment questions, you will be able to use Talent Matrix either way.

Blog post 📝: 15Five’s Talent Matrix Helps HR Leaders Make Fair and Objective Talent Decisions at Scale

Reminders about private manager assessment:

Analyze private manager assessment results using Talent Matrix

First things first—in order to use Talent Matrix, you need a review cycle with manager reviews included that is in progress or has ended. If you've made it that far, this part is easy!

1. Click on Best-Self Review® in the left navigation of 15Five.


2. Click on the name of the review cycle you wish to view. (You can also click on the three dots to the right of the cycle name, and then View review cycle.)


3. Find the 'Company's results' tab. It is at the top of your page, to the right of 'Overview', 'Peer nominations', etc.




Private manager assessment answers can be viewed and reported on once a manager has submitted their manager review. Private manager assessment answers can be modified up until review results are finalized. If calibrations are included in the cycle, private manager assessment answers cannot be changed after the manager review due by date passes. 

4. Scroll down on the Team's or Company's results pages and you will see a new section titled Talent Matrix. This section will not appear until the first review has been shared and then it will appear blank—until you select questions for the x and y axis.


5. Use the drop-down menus (include the private manager assessment questions) to select which question(s) you want to appear on the x and y axes. Custom private manager assessment questions will also appear here as long as they are yes/no or opinion scale.


6. After selecting questions for the x and y axes, the matrix will populate with participants.


7. After the matrix is populated, you can:

  • Dig into your high, medium, and low performers using the matrix!
    • Hover over each avatar to see the names of participants who are in each box.
      • If more than 9 people fall into a box, we will show bars instead of avatars.


  • Download a CSV or XLSX to see all participants in the cycle (even those who were excluded from the matrix), how their manager answered the two questions selected, what box the participants fall into, and more.
    • Great idea to export first and then sort/filter the download accordingly.


  • Hover over "# participants" at the bottom of the matrix to see the names of participants whose results are not appearing in the matrix.
    • These excluded people will appear in the CSV/XLSX download. The answer column in the download will be blank of course, but their names will still be included.




See an alert at the bottom of the matrix that is similar to the below?
Total participants: 24 or your #
13 or your # participants were excluded who did not have answers for one or both questions.

Only the participants whose managers answered and shared the question(s) will appear in the matrix.


Use cases for Talent Matrix

  • After seeing where the high, medium, and low performers are across the company, you may notice recalibration needs to happen before review results are finalized. 
  • Use the 'People' filter at the top of the page + Talent Matrix to understand how well orgs, departments, groups, teams are performing.
  • Hold trainings for people who are in a certain box. Questions 2, 4, and 5 of our recommended private manager assessment questions are great for understanding performance. Specifically the people that are low performing, but could improve with a little training. Utilize a high performing person or team to help with training or best practices documentation.
  • Use the questions "Given how well I know [Name] works with others, I would always want them on my team:" and "[Name] is ready for a promotion today" to understand emerging leaders at your company. 
  • Use questions "[Name] is ready for a promotion today" and "Given what I know of [Name]’s current performance, and if it were my money, I would award them the highest possible increase and bonus" to understand which people are ready for a raise. And bring this matrix up as additional evidence in compensation conversations. 
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