Kona Reporting in the HR Outcomes Dashboard

How to Access Kona Reporting 👩‍💻

1. Click Outcomes Dashboard in your main left-hand navigation.
   
2. Open the "Manager Effectiveness" tab at the top of the page.
3. You're now on the Manager Effectiveness Dashboard. Here, you can access two reports that allow you to analyze AI Coaching insights from Kona.
   
   • The Manager Summary Report (in-app link) gives you a clear, data-driven view of which managers need support most—so you can prioritize enablement efforts that will drive meaningful improvements in engagement, performance, and retention.
   • The AI Coach Insights Report (in-app link) helps you assess how effectively your organization's managers are supporting their teams during 1-on-1 meetings across key development areas.
   ✏️

   Note

   The Manager Effectiveness Dashboard also contains the ME Indicator report, which helps you analyze how managers demonstrate core competencies—based on input from manager effectiveness assessments—and take action to improve their effectiveness. Learn how to use this tab →

4. Continue reading to learn how to use these reports.

Manager Summary Report 🎯

Overview

The Manager Summary Report (in-app link) helps you identify where targeted manager support can drive meaningful improvements in engagement, performance, and retention—so you can take action where it matters most. It surfaces managers with the greatest opportunities for impact by combining multiple data signals, including engagement results, MEI scores, performance designations, and recent enablement activity.

Think of this report as your launchpad for manager development. Whether a manager is struggling with low engagement scores, a dip in team performance, or gaps in key leadership behaviors, the Manager Summary Report provides the visibility you need to prioritize support and move confidently into action.

What's Included

This report is made up of three main elements: the Show Managers Filter, the Manager Table, and the Manager Details Panels. Use the dropdowns below to learn about the data contained in each.

How it Works

1. 📊 Review the data to spot trends.
   Start by scanning the report and applying filters to narrow your focus. This helps you zero in on where support is most needed.
2. 📶 Prioritize using urgency scores.
   Each manager is assigned an urgency rating—High, Medium, or Low—based on how much they would benefit most from timely, proactive coaching and development. This allows you to quickly prioritize where to focus.
3. 💡 Understand each manager’s development needs.
   Managers are also assigned a recommended AI coaching focus area based on a blend of behavioral signals and historical data. These insights help you not only identify who to support, but also how to support them.
4. 🤝 Translate insights into targeted support.
   Once you’ve identified your priority managers, include them in a Manager Effectiveness Action Plan. Each plan targets specific leadership behaviors and includes structured actions—like coaching, learning content, and in-the-moment support by Kona—that help HR teams deliver the right development at the right time. View step-by-step instructions for creating a Manager Effectiveness Action Plan →

AI Coach Insights Report 🤖

Overview

The AI Coach Insights Report (in-app link), powered by Kona, helps you evaluate how effectively managers are showing up in 1-on-1s across core focus areas. It provides behavior-level insights grounded in AI analysis of actual meeting data, so you can spot strengths, identify gaps, and take informed, timely action.

Think of this report as an early warning system and continuous improvement tool. It’s especially valuable for tracking manager behavior between formal manager effectiveness assessments (engagement surveys or reviews)—so you can intervene with support before small issues become performance or engagement risks.

What's Included

This report offers an org-wide snapshot of manager behavior during 1-on-1 meetings attended by Kona. It highlights trends across core AI coaching focus areas and evaluates each one on three key dimensions: frequency, trend, and quality.

Here's What You'll Find:

• Focus area & aligned behaviors: Each focus area and the associated coaching behaviors that Kona evaluates in 1-on-1 conversations. Learn more about focus areas and behaviors →
• Behavior frequency: The percentage of manager 1-on-1s in which specific focus areas and behaviors were observed, compared to expectations for how often it should occur.
• Trend: A directional signal that shows how frequency has changed compared to the previous month—helping you track progress over time.

• Quality: A letter grade (e.g., C+, B-) that reflects how well the behaviors tied to each focus area were demonstrated during the meetings where they appeared, based on Kona’s qualitative analysis.

  🔎 See examples of “perfect” quality for each behavior

  • Asked for Feedback: The manager proactively sought specific feedback with genuine curiosity, creating a comfortable environment for input and demonstrating clear intent to improve.
  • Career Development: The manager engaged in a thoughtful career growth conversation, providing clear guidance, identifying skills or opportunities, and empowering the employee with a sense of direction toward long-term development.
  • Change Management + Resiliency: The manager guided the team through change with clear communication, addressing emotional and logistical impacts, and providing concrete strategies for adapting, managing uncertainty, or building resilience.
  • Coaching: The manager facilitated coaching through insightful questions, active listening, and reflective guidance, empowering the employee with greater self-awareness and a clear development path.
  • Conflict Management: The manager navigated conflict by actively listening to all perspectives, fostering open dialogue, and guiding the team toward a respectful, mutually agreeable resolution that maintained a positive dynamic.
  • Delegation: The manager delegated tasks with clear expectations aligned to individual strengths and development needs, empowering ownership and accountability with appropriate support.
  • Difficult Conversation: The manager navigated sensitive topics with honesty, empathy, and composure, addressing issues directly while preserving trust and strengthening the working relationship.
  • Diversity, Equity, Inclusion: The manager fostered an inclusive environment where diverse voices were valued, equitable opportunities were promoted, and intentional actions addressed bias or barriers to inclusion.
  • Expectation Setting: The manager reinforced responsibilities, priorities, and success criteria, ensuring team alignment with minimal ambiguity, even when ownership was implied from prior discussions.
  • Giving Constructive Feedback: The manager provided actionable feedback with specific examples, clearly addressing areas for improvement and the impact it had on the team or work.
  • Leader Availability + Support: The manager remained accessible, proactively offering tailored support, removing obstacles, and ensuring employees had the resources, guidance, and stakeholder influence needed to succeed.
  • Managing the Individual: The manager understood each team member’s unique strengths, motivations, and challenges, tailoring support, feedback, and opportunities to foster individual success.
  • Performance Review Convo: The manager conducted a structured performance discussion that assessed accomplishments, offered actionable feedback, and set clear growth goals, fostering alignment and accountability.
  • Prioritization: The manager clearly identified and communicated top priorities, focusing the team on high-impact work with structured guidance on managing time and resources.
  • Psych Safety + Collaboration: The manager is clearly working towards a team environment where employees can feel safe to share ideas, included in the group, free to take risks, and able to collaborate openly.
  • Receiving Feedback: The manager listened to feedback with openness and appreciation, processed input thoughtfully, and demonstrated a commitment to growth by applying feedback constructively.
  • Recognition and Praise: The manager promptly and specifically acknowledged individual contributions, reinforcing positive behaviors and motivating continued engagement and performance.
  • Vision + Goals + Objectives: The manager clearly communicated strategy, translated it into actionable goals, and consistently reinforced the broader meaning behind the team's work, fostering alignment and motivation toward company priorities.
• AI Summary: An aggregated view of behavior-related metrics across all managers, giving you a company-wide snapshot of strengths and opportunities.

How it Works

The AI Coach Insights Report helps you close the loop between manager behavior and manager development in three steps:

1. 📈 Spot behavior patterns at scale.
   Review org-wide trends across all AI coaching focus areas to identify which behaviors are showing up—and which are missing from manager 1-on-1s.
2. 🔬 Understand quality and consistency.
   Dig into frequency and quality ratings to see not just how often behaviors occur, but how effectively they’re being demonstrated.
3. 🎯 Take early, targeted action.
   Use the coaching summaries and behavior scores to guide organization-wide manager enablement efforts, whether that means creating an Action Plan, assigning courses from 15Five's Manager Effectiveness course library, or assigning live coaching sessions.

Frequently Asked Questions (FAQs) ❓