15Five FAQs

Complete summaries and close the review loop

Once the self, peer, manager, and upward reviews have been completed, the summary portion of 'Reviews' will open up. The summary is a condensed version of all reviews that were conducted on the employee at hand. We do suggest that managers use the information on all reviews to guide their summary and final meeting. In other words, use the reviews as resources for the summary. Summaries are due by the 'Share reviews' deadline.

TIP : While the results of a cycle can be shared prior to the final meeting, 15Five strongly suggests that the final meeting takeplace before finalizing the results of the review cycle.

The ideal order of events is:

Complete the initial summary of your direct report, including notes, and review your private manager assessment answersfrom the manager review.

Share the information from the review cycle with your employee using the 'Share review'option.'Share review' is recommended first, as this option will share the reviews with yourdirect report, will lock the self, peer, and manager reviews from being edited, but will still allow editing ofthe private manager assessment and summary.

We do not recommend 'Share and finalize results'before the final meeting. Reason being, if results are shared and finalized before the meeting, the summary and private managerassessment are no longer editable.

NOTE : The private manager assessment is never visible to the employee; even when results are shared and/or finalized.

Hold the final meeting. This meeting should address the content of all reviews. Add on to or revise the summary itself, your notes,and your private manager assessment (if necessary).

Once all editing to the summary, notes, and private manager assessment have been made, remember to finalize theresults with yourdirect reports.After 'Finalize results' has been clicked, editing will no longer be allowed for any reviews.

Blog post : Why Managers Needs To Be More Vulnerable And Authentic To Give Employee Feedback

To complete, share, and finalize the results for your team:

1. Go into your ' Reviews ' tab in 15Five.

2. Click on the active cycle that applies.

3. From the 'Overview' tab, you will see a menu with options 'Me', 'My team', 'My hierarchy', and 'Whole company'. Depending on your role and the visibility settings for the cycle, you may not see'My hierarchy' and 'Whole company'.

4. Click the 'My team' option.

5. Scroll down to 'Review progress' for your team, click the '...' next to the employee whose peer reviews you want to view, and then click 'View'.

6. The last tab will be titled 'Summary'. Complete this summary using the previously submitted reviews of the employee. The Summary tab will show a lock icon until the self and manager reviews have been completed for the participant.

7. After entering your initial thoughts in the summary form, 15Five suggests using 'Share review' to release the information to the employee. This step will ideally take place before the final meeting is held.

8. Next, it's time to hold the final meeting with your direct report(s). The two of you can go over the review information that has already been shared. After this meeting takes place, managers can edit the summary, add additional information to the summary, and revise any notes on the summary.

9. When the summary is ready to be finalized, click on 'Finalize results'.

NOTE : Click 'Share review' to give the employee access to all answers from their reviews. Notes, the summary answers, and the private manager assessment will remain editable. Click 'Share results and finalize review' to share all answers, notes, summaries, and finalize the review; finalize= share and make uneditable. This actioncan'tbe undone.

There are 3 ways that you can add new people in15Five. Best practices for inviting new users will depend on your company size, and where you are at in the 15Five roll out process. For instance, bulk importing is the easiest when rolling out, while inviting from 'Manage people' is the easiest for a new hire.

Invites will expire after 30 days. If the invite expires, you will need to reactivate the user from the ' Manage people ' section of 15Five. Invites will be sent immediately, and cannot be delayed for a later roll out date.

15Five will not charge for invited/new users until the invite is accepted and the user becomes active. Billing for the new user(s) is prorated based on activated date and the time left in your current subscription period.

Success Center article : How does adding/removing users impact billing?

NOTE : Admin cannot make changes to an invited user's profile, until they become active. Example: You invite a user thinking their reviewer will be Bob, but after inviting, realize their reviewer should be Stacy. Changes to the invited user's profile cannot take place until the user activates their account.

For SCIM customers

We have created a new workflow for customers using SCIM. By default when SCIM is enabled,we have removed all invite and reactivate/deactivate options from the ' Manage people ' page.When you want a user to have access to 15Five you just need to add them to the 15Five app in Okta or your IdP and their profile will be active very shortly after; the same goes for reactivating and deactivating. Then, those users will click on the 15Five app in Okta or their IdP and successfully be able to login to 15Five without needing additional login credentials.

Invite from 'Manage people'

1. Click on your avatar in the upper right hand corner.

Getting Started

2. Select ' Manage people '.

3. Click on 'Invite people' at the upper right of your screen.

4. Set up a new user profile and send an invitation to join. If you receive a note that says "User with this email already exists" then this means they are in the system already; they just need to be reactivated.

Invite from 'Team 15Fives'

1. Click on the tab ' 15Fives '.

2. Select 'Team 15Fives'.

3. Scroll down to 'Add Teammates' section andadd the email address to invite. If a user is already in the system, but is assigned to another Reviewer, you will need to contact your administrators to have them switched over to you.

Bulk import invites

1. Click on your avatar profile picture at the top right.

2. Select ' Manage people '.

3. Select 'Import' on your left-hand side navigation.

3. Select 'Choose file' and find the file on your computer.Then import. If you need a quick formatted CSV file to work from, click here to download your current user export.

NOTE : Bulk imports are not available for SCIM customers.

Need some material to send new employees? Check out our docs!

Company admin and managers have the ability to reactivate inactive users. Users who were once active will appear in the ' Inactive ' section of your 'Manage People' page.

Success Center article : How does adding/removing users impact billing?

NOTE : If you have SCIM enabled in your account, the instructions below will not work for you. You will need to reactivate the users in SCIM.

To reactivate a user:

1. Click on your avatar in the right-hand corner. reviewer 2. Select ' Manage people ' from the drop down menu. 3. Click on the 'Inactive' tab. 4. Inactive users will appear under the 'Inactive people' section. Find the user you would like to reactivate.

5. Once you click 'Reactivate', a notice will show up and confirm their account was reactivated.

See these articles to update the employee's reporting frequency, reporting day, and .

We understand that org changes happen. When managers switch, it's easy to reflect these changes in your 15Five settings.If you changed teams, please contact your company admin to make this switch for you.

If your company has an active review cycle, we recommend waiting to update any managers until after the cycle has been completed. This is due to the implications of changing during the cycle.

NOTE : If the person you are trying to assign as a reviewer does notappear in the drop-down, there is likely a reviewerloop restricting this change. Additionally, if you are at the top of the reporting hierarchy, you will not be able to select a reviewer. Since everyone reports to you either directly or down the line, this would cause a reviewer loop. Top level employees can have others follow them.

Change a reviewer(s)

1. Click on your profile picture up on your top right.

Manage people

2. Then select ' Manage people '.

3. Filter by Reviewer, Group, or search for the reporter by name.

4. Select the user you want to change over to a new reviewer.

5. Then click on 'Change reviewer'.

Is the new reviewer a first time manager in 15Five? Send them our help docs I'm a Reviewer to help them get started.

Assign people to a new reviewer in bulk

1. Click on your avatar in the top right of your account.

2. Then select ''.

3. Check the box on the left side of each person that you want to include in the bulk update.

NOTE :You can only select from the 50 people on the current page. If you have multiple pages of people to edit, select from the 1st 50, make the change, and then go to the next page and select those. Make the reviewer change on each page individually before moving forward.

4. Click on 'Bulk Actions' and then 'Change reviewer'.

5. In the pop-up window that appears, use the drop down to select the new reviewer.

6. Click the 'Change Reviewer' button to confirm the change(s).

As an administrator or manager of a team, you can change the due date on 15Fives at any time. Depending on your company, you might find one day to be more effective for your organization than other days. You can easily adjust the due by performing the below. If you need to change the frequency of 15Fives, see this article.

NOTE : Only administrators and managers will be able to change due days.

1. Click on your avatar in the right-hand corner.

[email protected]

2. From the drop down men, click on ' Manage people '.

3. Click on the person whose due date you wish to change. 4. Change the Due day for 15Fives using the drop down.

5. Click 'Save' when you are finished.

Need to change more than one user's due day?

1. Click on your avatar up in your top right.

2. Select ' Manage people '.

3. Filter by Reviewer or Group.

4. Select the users you want to change, and then use 'Bulk actions' to change their 15Five due day.

Need to change the whole company's due day?

Reach out to our Technical Support Team and we can help at

NOTE : At this time, 15Five does not have an option to select a Due Date, only a Due Day. For example, you cannot set up 15Fives to be due on the 5th and 20th of each month.

While the most common 15Five practice is done weekly, the frequency can be customized to fit your workflow. Administrators can change anyones frequency, while Reviewers can change their team/groups frequency.

NOTE : Only administrators can change 15Five frequency settings.

Here's how to change a reporting frequency:

1. Click on your avatar in the upper right-hand corner.

3 Mistakes That Can Defeat The Purpose Of Weekly Reporting

2. Click on ' Manage People '.

3. Search for the user and click on their name.

4. Click the drop-down next to 'Reporting Period', and change the frequency.

5. Click 'Save'. You're done!

Have a mass company-wide change?

Reach out to our team at [email protected] and we can help.

Blog post :

View a user's 15Five profile

As an admin, you can view theprofile of any 15Five user. This allows you to quickly check in on an employee, review their recent activity, see their followers and teammates, as well as edit their profile.

Click on the ' Home ' tab.

Click on 'Whole company'.

Find the user whose profile you would like to edit and click on their name.

View the 'Engagement' and 'Info' tabs. If you are the user's reviewer, you can view their 'Career Vision' tab also.

User profile contents :

Engagement

Any Public Objective

Public High Fives

Team (if applicable)

Groups (if applicable)

Career Vision

Job Title

Job Description

Strengths

NOTE : Career Trajectory is private between the user and their reviewer. Wins & Challenges tab is only visible to the user.

My Profile:101

Edit a user's 15Five profile

As an admin, you can help manage another 15Five user's profile. From your account, you can see a list of active 15five users and edit their profiles. This includesadjusting a reviewer or reporting period, deactivating an account, adding a vacation, or changing the user's notification settings.

1. Click on the ' Home ' tab.

2. Click on 'Whole company'.

3. A list of active 15Five users for your company will appear.

4. Find the user whose profile you would like to edit and click on their name.

5. Click on 'Edit profile' to adjust settings.

Employees who engage with their profile find it easier to fill our their 15Fives and are more likely to use the resources during a review. Send them ourarticle, so they are familiar with what they can do in their profile.

15Five admins can deactivate people that are no longer a part of their company. People can also deactivate anyone below them in the reporting hierarchy, think drill-down permissions. Deactivating a user will remove them from all reporting and future billing, but will maintain the data that was collected during their 15Five activity. Once deactivated, the user will appear as Inactive and can be reactivated if necessary. Here is a walkthrough on how to deactivate a user.

Success Center article : How does adding/removing users impact billing?

To deactivate a user:

1. Click on your avatar in the top right-hand corner.

reassign them to a new reviewer

2. Select ' Manage people ' from the menu.

3. You will land on the 'Active' user list.

4. Find the user you would like to deactivate and click on their name. (If you are deactivating multiple users, you can check the boxes by their names and use the 'Bulk actions' button to deactivate).

5. From the user's profile, click 'Deactivate _______'s account' in the top right corner.

6. If the user has any direct reports, you will need to before you can reactivate.

7. Click 'Deactivate' or 'Reassign and deactivate', whichever applies.

8. Once the user has been deactivated, you should see a banner appear in the top right of your screen confirming the action.

If you are needing to set a vacation for all your direct reports, set the same vacation for a few people, but don't need to set a company-wide vacation, you can do that through bulk adding a vacation. This option is available on your ' Manage people ' page.

NOTE : Admins will be able to set vacations for anyone. Reviewers will only be able to set vacations for their direct reports. Group admins will be able to set vacations for their groups.

If you need to set a vacation for the entire company, see this article.

1. Click on your profile picture up on your top right.

Manage people

2. Then select ''.

3. Filter by Reviewer, Group, or select all people who you would like to set a vacation for.

4. Select the people/group you want to change, and then use 'Bulk actions' to set a vacation.

5. Select your vacation dates. 15Fives check-ins whose reporting periods overlap with the vacation period will be skipped automatically.

It is time to change reviewers... what does this mean in terms of visibility? Will my new reviewer see my past 15Fives? Will my past reviewer still have visibility into my reviews? These are all valid questions that will be answered in this article.

Visibility varies from feature to feature. The level of visibility is directly related to the degree of sensitivity of the information; ie Reviews and 1-on-1s typically contain more sensitive information than 15Fives and Objectives.

15Fives

Past reviewers can see all 15Fives that were submitted while he/she was the reviewer. Going forward, past reviewers will not be able to see new 15Fives unless they have visibility through other venues (drill-down, group viewing, follower, global viewer, etc). Private comments will remain private to whoever was the reviewer when the private comment was made. Private high fives are never visible to reviewers, new or old.

New reviewers can automatically see all past 15Fives for their new direct reports. If visibility into past 15Fives should be restricted to the previous reviewer, reach out to 15Five Support for help. This does not include private comments made to the past reviewer.Private high fives are never visible to reviewers, new or old.

For more information on 15Fives and best practices, see this article.

1-on-1s

Past reviewers can see all 1-on-1s that were conducted while he/she was the reviewer. Once the reviewer is changed, all 1-on-1s will be held with the new reviewer. Going forward, past reviewers will not be able to see new 1-on-1 agendas. Currently, 1-on-1s are private to the reporter and reviewer only.

New reviewers will be responsible for all 1-on-1 agendas created after the reviewer switch. New reviewers will have no visibility into past 1-on-1 agendas, unless the direct report or past reviewer shares copies through email or PDF. Again, the only two people who can see 1-on-1 agendas are the reporter and the reviewer.

For more information on using the 1-on-1 agenda, see this article.

Objectives

Past reviewers will maintain visibility into private objectives that were created by their previous direct reports. To clarify, if a direct report creates a private objective, their current reviewer has visibility into the private objective by default. When the reviewer is changed, that past reviewer still has visibility into the private objective, unless the direct report (objective owner) edits the visibility settings of the objective. The direct report (objective owner) can remove their past reviewer's visibility into the objective.

New reviewers will be given visibility into their new direct report's private objectives automatically. The direct report (objective owner) will not be able to remove this visibility from their new reviewer. By default, the current reviewer will always have access to view their direct report's private objectives.

For more information on creating private objectives, see this article.

Reviews

Past reviewers can see all reviews that were conducted while he/she was the reviewer. Once the reviewer is changed, all reviews will then be conducted with the new reviewer. If the new reviewer would like visibility into past reviews, the direct report or past reviewer will have to share the reviews via PDF.

Assuming your new reviewer was not a review admin and did not have access to your reviews before the reviewer change, new reviewerswill not have visibility into past reviews.

For more information on changing a reviewer during a review cycle, see this article.

Whether you have changed your email domain or simply have a large number of employees whose emails need to be updated, you can make these changes in bulk by uploading a CSV using the steps below. Other than email address, the information in these accounts will not change. This change only affects the email address(es) alone, and does not alter reviewer, due day, name, or any other field in these people's profiles.

TIP : Make sure to follow the instructions below and have the "Email" field match the current email in their 15Five profile. The new email will go under the "change_email_to" column.

To bulk update email addresses:

1. First, download your company's current structure here. Most of the work is done for you!

2. Remove all columns except the'email'column.

3. Add a new column called 'change_email_to'.

4. Use this column to enter the new email addresses.

5. Make sure the only columns you have are the two required columns. They should be labeled: 'email'and 'change_email_to'

Manage people

6. Click on your avatar in the upper right corner.

7. Select '' from the drop-down menu.

8. Under the 'People' heading on your left-hand side, click on 'Import'.

9. Scroll down and click on the orange button 'Choose file'. Open the CSV that you downloaded or created.

10. Click the orange button 'Finish import'.

NOTE : If your company uses SSO, please update these email addresses in your Identity Provider, before making the changes in 15Five. Failure to update emails in SSO before updating them in 15Five will result in duplicate accounts being created for each of these people.

Account administrators can create/modify questions company-wide, manage users, edit user 15Five due dates and profiles, reactivating/deactivating users, update all things Billing, create group types, edit groups and group settings, and manage all company features. They can also pull custom reports based on hierarchy and follow settings, and can be review administrators.There can be multiple admins within a company. As an account admin, you can also designate other users to be account admins.

Success Center article : Manage 15Five billing admins

NOTE : Only existing account administrators can make someone else an account administrator. Billing administrators cannot make others account administrators.

To make someone an account admin:

1. Click on your avatar in the top right.

Getting Started Guide: I'm an Admin

2. Select ' Manage People '.

3. Find and select the teammate you wish to make a billing admin.

4. Under the 'Permissions' header, check the box 'Account administrator'.

5. Click on the 'Save' button at the bottom to save your changes.

TIP : Read this tutorial to learn about permissions given to administrators.

NOTE : To see a list of all account administrators, visit this page.

Success Center article :

Not all 15Five users have the same permissions when it comes to settings. The editing permissions of each role in 15Five are listed below.NOTE :15Five company admins cannot see all user's 15Fives by default- only global viewers have this ability. Reach out to our Technical Support Team to make someone a global viewer.

Reporters: Can manage their own profile andpull custom reports based on hierarchy and follow settings.

Reviewers: Can create/modify individual questions for their direct reports, manage their direct reports' 15Five due dates and user profiles, andpull custom reports based on hierarchy and follow settings.

Group admin: Can add group-specific questions and change visibility settings within their group. Only reviewers can be appointed as group admin.Success Center article: Change a group admin

Review admin: Cancreate/manage review cycles and question templates, as well as view answers on all submitted reviews. Review admins may or may not be able to see the author of various reviews, depending on the visibility settings for the cycle. Only company admin cab be added as review admin. There can be multiple review admin.Success Center article: Manage review admin

Billing admin: Can manage account billing preferences and plans, view past invoices, and designate a company's Billing contact. Billing admin do not have any other account admin permissions.Success Center article: Manage 15Five billing admins

Account admin:Can manage billing information, create/modify questions company-wide, and manage users, including editing user 15Five due dates and profiles and reactivating/deactivating users. They can also pull custom reports based on hierarchy and follow settings, and edit group settings.There can be multiple admins within a company. Click here for a list of your company's current admins.Success Center article : Manage 15Five account admins

Global viewers: Can see the 15Fives of every user within their company, as well as pull all company data in custom reports and view all dashboard metrics.Global viewers cannot see user 1-on-1s or any item marked as private (for example, private objectives, private 15Five answers, or private comments ).The "global viewer" permission is typically reserved for HR teams, co-leaders, and administrators. There can be multiple global viewers in a company. Click here for a list of your company's current global viewers, or contact our Technical Support Team to make someone a global viewer.

Account creators: Can run a report containing ALL questions and answers for everyone who has been active or is currently active in 15Five. There can be more than one account creator.To see who your current account creator is, add an account creator, or change an account creator, please contact our Technical Support Team.

If you need to change a participant's direct report(s)/upward reviewer(s) during an active cycle, you can do that from within the specific cycle. For example, you might need an additional person to complete an upward review of the manager for this cycle only. Or maybe someone recently switched managers and you need them to submit an upward review of their new manager. We have a way to do that up until the cycle end date! Check out this article to see what the change means for all people involved.

NOTE : Any changes made on the 'Edit individual settings' page are specific to the cycle at hand. If a direct report is updated on this page, the change will only be reflected in the review cycle and will not affect 1-on-1s, 15Five check-ins, visibility outside of the cycle, etc.

NOTE : Only review admin can access the 'Edit individual settings' page.

Change a participant's manager for upward review:

1. Click on the ' Reviews ' tab from your 15Five account.

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.From the 'Overview' tab, choose to view 'Participants'. Then you can select an additional filter: 'Me', 'My team', 'My hierarchy', and 'Whole company'. Depending on your role, you may be missing some of these filters.

TIP : If you are looking for a specific participant whose upward reviewer(s) needs to be changed, you can use the 'Whole company' filter and search for their name.

4. Choose your desired filter(s) or search and check the results.

5. After scrolling down to the 'Participants' section, click the '...' next to the employee whose reviewer needs to be updated, and then click 'Edit individual settings'.

NOTE : Edit individual settings is only available for active cycles, meaning the end date has not passed.

6. Find the option under 'Who is writing reviews of ________?' that says 'Upward reviews'. Simply put, who is writing an upward review of _______? This is where you will update the people responsible for completing an upward review(s) of the participant in question.

7. Click 'Edit' to the right.

8. Use the drop down menu to select new direct report(s) who should be responsible for writing the upward review. Direct reports cannot be a peer, the persons manager, or people who are excluded from global review settings.

TIP : If you need to remove a direct report, follow these same steps. Instead of adding a direct report, you will click the 'x' to the right of the direct report who needs to be removed.

9. After selecting the new direct report(s)/upward reviewer(s) for this cycle, click 'Save'.

10. All set! The new direct report will be asked to complete an upward review of the participant. All other direct reports in 15Five or in other cycles will remain untouched.

15Five Support hours:

Monday 6 am - 5 pm PST

Tuesday 6 am - 5 pm PST

Wednesday 6 am - 5 pm PST

Thursday 6 am - 5 pm PST

Friday 6 am - 5 pm PST

Saturday & Sunday: 8am-12pm PST

Chat:

Use the orange chat icon, in the bottom right of your screen, to start talking with one of our stellar Support Specialists.

success.15five.com

Email:

[email protected]

Phone Support:

We have a small, but mighty team. Currently, we do not have enough resources to cover our live chat and phone support. We are happy to set times during the week to connect with you on live chat, during our normal business hours listedabove. Otherwise, we recommend you check out for articles, videos, and best practices.

If you are a new reviewer in 15Five and need help reviewing your first 15Five report, look no further. You are on your way to giving meaningful feedback and helping your employees grow.

Blog post : How transparency will help your business succeed

A reviewer is the main person responsible for reading and reviewing 15Five check-ins. This would typically be a manager or supervisor of a team. In 15Five, the term reviewer means that the person has employees who report to them. The people that report toreviewers are called reporters or direct reports. For more information on roles in 15Five, see this article.

Every reporter who submits a report is assigned a reviewer. The only time a reporter is not assigned a reviewer is if the reporter is at the top of the hierarchy. A reviewer has the ability to ask questions and invite their own team. You can locate your team's 15Fives under the 15Fivestab, then select Team 15Fives. From there, you will see prompts to either invite your team, or you will see the team members who are already assigned to you. If you do not see all of your team members present and you are unable to invite the team member because they are already in the system, please reach out to your admins. They can help assign your direct reports to you.

Guide : Reviewer based jump start guide

Video : Reviewing a 15Five product walkthrough

NOTE :When your team submits their check-ins, you will receive an email notification that their report is ready for you to review and a link that takes you to the awaiting 15Five.

The effort you put into 15Five, directly correlates with the value you will get out of it. If you want amazing feedback + results and to keep the ideas flowing within your team, remember to interact with each 15Five.The smallest of acknowledgements can go a long way in making your reporters feel heard.

There are several ways to give feedback and interact with a 15Five. The options are listed below:

Like an answer

The quickest way to show your Reporters that you acknowledge their feedback or accomplishment is by liking their answers. Just click on the heart to show that you like their response.

Five articles that reveal the real value of employee engagement

Make a comment

If you want more information about a response or if you just want to make a comment on a Reporter's answer you can do that by clicking on the chat bubble by the answer.

Pass-up answers

If you are in between tiers in your company, you can pass-up a Reporter's answer and include it on your own your report. As a best practice make sure you review your team's check-ins prior to submitting your own report. Use the '...' to see this option.

Add to 1-on-1 agenda

You can add answers to a 1-on-1 meeting agenda to go over during your 1-on-1 meeting.Use the '...' to see this option. Rename the item with a title that will appear on your 1-on-1 agenda under the 'Talking points' section.

Add to wins & challenges

It can be easy to forget wins and challenges that come up, you can add answers and goals as wins & challenges and they will show up under this user's profile for reference. What you add under their profile will remain private to you.Use the '...' to see this option.

Flag for follow-up

If their answer requires a Follow-up from you, you can flag the answer for followup. This will show under your 'Team 15Fives' tab and then be listed under Follow-ups.Use the '...' to see this option.

Share by email

If your company has this option enabled, you will be able to share answers via email and customize the email that is sent out.

Check out your direct report's High Fives (all, received, and given)

At the bottom of your direct report's 15Five, you will see all High Fives given andreceived since the last check-in.

High Five your direct report while reviewing their 15Five

After reviewing a 15Five, you can High Five your direct report directly from the check-in. This option is located at the bottom of the 15Five check-in.

Check out the High Five Best Practices to ensure your feedback is effective!

Help your reporter grow

This is a time for you to give an overall response about the 15Five and add anything else you want to include.

REMEMBER: Click the 'Mark as reviewed' button at the bottom of the 15Five to confirm the report has been reviewed.

You are awesome!

Success Center article : Manage my 15Five email notifications

Blog post :

If you have a large staff, 15Five can help you keep your reports in order by creating groups.15Five company administrators can create a group and include anyone as a group member. For groups created by a company admin, the group admin must be another company admin or a reviewer. Once a group admin has been assigned, only that group admin and company admin can edit the group settings and questions.

The other option for creating a group- reviewers can create their own groups that include anyone they have the ability to manage. Check the ' Manage people ' page to see who can be included in your group.

If you would like to learn more about the group permissions and visibility, please read this article.If you are a reviewer would like your team to be automatically managed as a group, read more about Smart Groups.

Looking for information on creating departments for Objectives ?

Create a group:

("I am not using the new Group Types feature"- meaning you do not see 'Group types' on your ' Manage groups ' page. If these steps do not match what you see in your account, please scroll to the next section of this article.)

1. Click on your avatar in your upper right hand corner.

Set priorities and track accomplishments

2. Click on ' Manage people '.

3. Click on 'Manage groups' in your left hand navigation.

4. Click on 'Create a new group'.

5. Add your Group, Group name, Group admin, Group members, select Settings, and click on 'Create group'.

Now that you have created your group, learn how to create group questions in 15Five !

_________________________________________________________________________________

Create a group and/or group type:

("I am using the new Group Types feature"- meaning you are creating group types and groups from your ' Manage groups ' page.)

Some companies have the need for different types of groups, other than just 'Departments'. For example, you might have Squads, Divisions, Locations, Teams, etc. These subsets of your company should be created as 'Group types'. Within each of those group types, you will create groups. For example, you might have an 'R&D' group under the type 'Squads', a 'North America' group under the type 'Divisions', a 'New York' group under the type 'Locations', etc. Below are the steps to create group types and groups.

NOTE : Only company admin can create 'Group types'. Company admin and reviewers can create groups.

1. Click on your avatar in your upper right hand corner.

2. Click on ' Manage people '.

3. Click on 'Manage groups' in your left hand navigation.

4. You will see two default Group types- 'Groups' and 'Departments'. If those two groups suffice for your company structure, you can skip ahead to step 7. If you need to create additional group types, process to steps 5 & 6.

If you are a reviewer, you can also skip ahead to step 7.

NOTE : 'Groups' is a default group type that cannot be edited or deleted. 'Groups' as a group type is to be used as a placeholder until the groups within are moved into their respective group types.

'Departments' is the default group type that we included to give you a head start on your group organization. Feel free to rename 'Departments' to a group type title that is applicable for your company.

5. Create an additional group type by clicking the 'Create a new group type' button. Again, this functionality is only available to company admin.

6. Name your group type and 'Save'.

7. After your group types look acceptable, you can create a new group. Click on the name of the group type for which you need to add a group to.

8. Click the 'Create a new group' button.

9. Name your group.

10. Double check that the group is being created under the correct 'Group type'.

11. Select a group admin. (This field is optional.)

NOTE : Group admin can be any company admin or any reviewer. If no group admin is chosen, any company admin, the group's creator, or the reviewer (if all group members are in their hierarchy) can edit the group.

12. Add group members.

NOTE : Company admin can add anyone as a member. Reviewers can add anyone they have the ability to manage as a member. Check the ' Manage people ' page to see who can be included in your group.

13. Choose the settings for your group.

Success Center article : Set permissions and visibility for my group

Success Center article : Using questions to gather insights

Success Center article : 14. Make sure to click 'Create group' when you're done!

Your company is now engaged in a continuous feedback practice using 15Five. How can you, as administrators and leadership, leverage 15Five to provide feedback and communicate with your team, too? There are several ways you can stay in constant communication with your team, and use 15Five to not only stay aware of employee progress toward work goals, but also provide them and their managers with timely, effective feedback to improve performance and morale.

Science : Research behind each of these features through our Science Pages

15Five Check-in

15Five reports are where your people check in with their managers. Managers engage with their team's check-ins to provide feedback, celebrate wins, and dive deep to understand challenges and roadblocks and move work forward. You, too, can interact throughout your organization and with individual contributors. Since 15Five follows a natural drill-down order, you, can interact with the the 15Fives of anyone below you in your reporting hierarchy. Leadership and admin involvement leads to increased employee engagement and motivation. We also highly recommend that CEOs fill out their own 15Five. This brings CEOs into the practice with everyone else, which will benefit them and set the example for the rest of the organizationdouble win. With their permission, your people can also follow company leaders to have visibility into their 15Fives. CEOs and leaders can also use @all mentions to broadcast important messages to the org. Now that sounds a bit more engaging than a standard email! If you see something in a 15Five check-in that you want to take action on, there are a few actions you can take. You can pass an item up the chain or flag it for follow up. You can also @mention another team member in your comment to make sure the right people are collaborating or are aware of each other's efforts or an issue that may come up.

Questions

For starters, we recommend that admins and leaders ask their people company wide questions. The standard, What's going well? and What challenges are you facing? are a great place to start and will give you insight into what is and isn't working in your organization. An easy way to crowdsource your org and get specific feedback is to take a poll in 15Five. Ask a one-time quantitative question and use the polls dashboard to get definitive input from your team. Encourage your employees to leave comments with their answers to provide you with specific suggestions and more information on their answers. Share custom poll questions around the office, at an all hands or departmental meeting to keep the conversation both in and out of 15Five.

Reporting

As an admin, you can also leverage reporting to get greater insight into the feedback your people are sharing. Use custom reports to gain high level insights into what's going on at your company. Remember, 15Fives are real-time, pulse check-ins with employees around what's going well and the challenges they are facing. The content from check-ins will be the information that is that is available to you through reporting, and you can use reporting to analyze this feedbackand then engage in meaningful and informed communication with your people.

Pulse Report

See how your team is feeling in the Pulse dashboard. The pulse question is meant to be a general morale boost. You can filter by group to check on different teams' pulse, and be proactive if you notice any dips in morale. Use the pulse dash as an early warning indicator for when it might be necessary for you to step in or ask a manager to step in and offer additional support to their team.

Common use cases for reporting in 15Five

Run a custom report on Priorities to get clear on tasks that employees are working on. Priorities are employee-driven to-do lists, and you can run a report on them to see what percent of tasks they are completing. Being aware of how employees are doing in regards to completing their priority tasks can help inform you on when you or a manager should step in, or when you could take the opportunity to celebrate them!For longer-term goal tracking, report on Objectives to see the progress your team is making on bigger goals.

Run a custom report on a question, like What challenges are you facing? The report will be organized by individual, and you can and should include comments. You can interact directly with the original question/answer right from this page! Go in and leave comments. Let your employees downstream know that they have been heard, and that you are taking steps towards a solution (or let them know the reasons why you're not taking steps- which is also the case at times)." Encourage your people to continue to be candid in sharing their insights by letting them know you hear them. You can also loop in other people or groups who can help with solutions. For example, loop in a whole team and leave a comment, Let's discuss more about this.

Use 15Five in your upcoming company all-hands meeting by looking at your High Fives dashboard to see who sent/received the most high fives in the last month. Run a custom report on high fives and see who received the most meaningful one. Run a custom report on all the wins and call out big wins publicly. Ask in a check-in before the meeting, "What question do you want answered in the next all-hands?" Run a custom report and prep to answer these questions to the company. It's all about pulling things in 15Five out and recognizing good work and feedback publicly.

Best-Self Review

For a longer-term, formal feedback loop, you can conduct conduct your employee reviews in 15Five. If check-ins are where feedback starts, reviews are where your managers and employees can engage in deeper reflection. Review administrators can create review cycles, question templates, and view all in progress and completed review answers. Review admins must first be 15Five admins, so managing review cycles is especially particular to you as an admin. At any time during a review cycle, a review admin or 15Five admin can run a progress report. The report includes all participants, a participants peers, a participants direct reports, submission dates, a participants answers, and multiple other fields.

Want to check on 1-on-1usage?The 1-on-1 usage dashboard will give you a total # of 1-on-1s that have been held over the given period of time.Note that in order for the meeting to be considered as "held", the reviewer must hold AND end the meeting. 1-on-1s that were not ended properly will not count as a completed 1-on-1. Do your managers need help with 1-on-1s? Send them this article on using the 1-on-1 agenda.

You can also check the graph to review usage for a certain reporting period during the last 1, 3, etc months. In the pictured case, the reporting period is weekly. Therefore, we can see the # of 1-on-1s held on a week to week basis.

using the 1-on-1 agenda

The 1-on-1 Activity shows each reviewer and reporter's stats- listing out how many 1-on-1s have been held between the two, and when the last meeting occurred. You can sort by # of meetings or last held for convenience.

The 1-on-1 usage dashboard will give you a total # of 1-on-1s that have been held over the given period of time.Note that in order for the meeting to be considered as "held", the reviewer must hold AND end the meeting. 1-on-1s that were not ended properly will not count as a completed 1-on-1. Do your managers need help with 1-on-1s? Send them this article on .

You can also check the graph to review usage for a certain reporting period during the last 1, 3, etc months. In the pictured case, the reporting period is weekly. Therefore, we can see the # of 1-on-1s held on a week to week basis.

The 1-on-1 Activity shows each reviewer and reporter's stats- listing out how many 1-on-1s have been held between the two, and when the last meeting occurred. You can sort by # of meetings or last held for convenience.

15Five understands the importance of reporting for all levels and roles in 15Five. We have many reporting options ; some of which are more customizable than others. In this document we list out the permissions associated with our reporting feature.

Reporters

can export Objective status:This is a break down of all non-private objectives and and their latest status for the given time frame. Reporters can see all public objectives, all objectives that they have been given specific permission to view, and all objectives that they own.

can export Objective alignment:Shows the correlation between all aligned and unaligned objectives.Reporters can see all public objectives, all objectives that they have been given specific permission to view, and all objectives that they own.

can export Pulse reports:The extent of visibility will depend on role. Reporters can see pulse answers and comments for any group peer viewers or people they follow.

can export Custom reports:Provides answers to the custom criteria that you enter; options include: How are you feeling?, Priorities, Questions, High Fives, and Objectives and Key Results.The extent of visibility will depend on role.

NOTE :You can only generate reports for people you have access to, including yourself. The visibility of a generated report will vary from person to person, based on permissions.

Reviewers

can export Objective status:Reviewerscan see all public objectives, all objectives that they have been given specific permission to view, and all objectives that they own.

can export Objective alignment:Shows the correlation between all aligned and unaligned objectives.Reviewers can see all public objectives, all objectives that they have been given specific permission to view, and all objectives that they own.

canexport Pulse reports:Can see pulse answers and comments from their direct reports, any drill-downs reporters, group peer-viewers or people they follow.

can export Usage/Engagement reports:Provides 1-on-1 engagement data, reporter submission data, and reviewer review rate data.Reviewers can see engagement information for anyone down their reporting line.

can export Trends report:Containsall answers toquantitative questions to track how a company, group, or individual are answering a certain question over time.Reviewers can see engagement information for anyone down their reporting line.

can export Polls report:Contains all answers to aone-time, quantitative question.Reviewers can see engagement information for anyone down their reporting line.

can export Custom reports:Provides answers to the custom criteria that you enter; options include: How are you feeling?, Priorities, Questions, High Fives, and Objectives and Key Results.

Admins

can export 15Five profiles:Contains information from each person's current profile.

can export Objective status:Admins can see all public objectives, all objectives that they have been given specific permission to view, and all objectives that they own.

canexport Objective alignment:Shows the correlation between all aligned and unaligned objectives.Admins can see all public objectives, all objectives that they have been given specific permission to view, and all objectives that they own.

canexport Pulse reports:Can see all pulse answers, all pulse commentsare notvisible to admins by default. Pulse comment visibility is based on whose 15Fives you can view.

canexport Usage/Engagement reports:Provides 1-on-1 engagement data, reporter submission data, and reviewer review rate data.This report is available foradmins and reviewersonly. Admins can see engagement information for all employees.

can export Trends report:Containsall answers toquantitative questions to track how a company, group, or individual are answering a certain question over time.Admins can see engagement information for all employees.

can export Polls report:Contains all answers to aone-time, quantitative question.Admins can see engagement information for all employees.

can export Custom reports:Provides answers to the custom criteria that you enter; options include: How are you feeling?, Priorities, Questions, High Fives, and Objectives and Key Results.

Review admins

can export Best-Self Review progress reports :This report is available forreview adminsonly.Pulls a report containing all participants, submission statuses, answers, comments, ratings, etc for a given review cycle.

NOTE : Company account creators are the only ones who can export Company Data. This reportexports ALL questions and answers for everyone who has been active or is currently active in 15Five.

15Five provided CSV reporting initially as the only download format. Understanding that our customers wanted to be able to view data in different ways, we included the option to download as XLSX (for Excel). Anytime you pull a report, or export data from 15Five, you have two standard download format options: CSV or XLSX.

Success Center article : Report on data from 15Five

To export as XLSX

1. Click on the ' Reporting ' tab.

Objectives overview page

2. Let's use the Pulse dashboard as our example. From the Pulse dashboard, after selecting the report you would like to download, click 'Download' in the top right of your screen and select 'Download XLSX'.

3. The fields will pop up in an alert window, like this. Choose the fields that you prefer.

4. Click 'Download XLSX'.

Follow the same steps to download XLSX reports from the Usage, Trends, Polls, and Custom reports,, and Reviews overview pages.

The Reporting tab provides you with better insights into how your team is using 15Five. While viewing these reports, you may want to thank the people who submit quality 15Fives and employees who review 15Fives regularly. On the flip side,you may want to reach out to people whose 15Fives submission rate is low or reviewers who aren't staying up to date on reviewing to see if you can help.

To contact people from within a 15Fives report:

1. Click on the ' Reporting ' tab.

Reviewed 15Fives Report

2. Find the report that you are interested in. Optional reports to contact are Submitted 15Fives Report and .

NOTE : For now, these are the only two reports that allow for contacting. The contact functionality will be added to other reports in the future.

3. Select the people that you would like to contact using the checkboxes to the left of their names. If you would like to contact an entire group, you can always filter by that group and select all the checkboxes.

4. After selecting a person or people, a 'Contact' button will appear in the top right of the 'Individuals' (or 'Groups') box.

5. Click contact and fill in the text box. The content in this box is what will be included in the email to your people.

6. Click 'Send email'.

Each week pulse check asks your people, "How did you feel at work this week?" on a "1 to 5" scale. The Pulse dashboard aggregates the data, giving you insight into how your team and organization are feeling... so you can help them feel their best.

From the main Pulse Dashboard, there are four different tables displaying Pulse data. See the Average Pulse table (directly under your filters) for an overall trend of pulse scores, see the Pulse Answers table for a bucketed approach to your company's Pulse scores, or see the Individual/Group metricstables for alook at the highest and lowest average pulses per person or group.

To enable or disable Pulse, a company admin can do that on this page.

NOTE : Admins:Can see all pulse answers, all pulse comments are not visible to admins by default. Pulse comment visibility is based on whose 15Fives you can view.Reviewers:Can see pulse answers and comments from their direct reports, any drill-downs reporters, group peer-viewers or people they follow Reporters:Can see pulse answers and comments for any group peer viewers or people they follow

Video : Quick Win- Get To The Heart Of Matters

To pull reports from your Pulse Dashboard

1. Click on the ' Reporting ' tab.

Daniel Goleman

2. Click on 'Pulse' in your left navigation under 15Fives Dashboard.

3. Select the criteria you would like to see a report on: People, Reporting frequency, Time frame.

4. Decide if you want to include submitted 15Fives for the current week in your report. If you do, check the 'Include active 15Five data' checkbox. This will not pull in draft 15Five information; only submitted 15Fives.

5. Your first section is an 'Average Pulse' report.The 'Average Pulse' report helps you understand the trend of your companys Pulse over time.

6. The next section is a 'Pulse answers' report. This section of the dashboard breaks down Pulse answers from 1-5 to give you more of a bucketed approach on how your employees are feeling.

7. If you want to see the Pulse scores AND the contextual answer behind each score, click the 'See Pulse answers' link.

NOTE :The contextual answers will only appear if you have visibility into that person's 15Five.

8. You will see two reports within after clicking on 'See Pulse answers'.

Pulse Report: Answers - Includes ability to filter by Pulse score, in addition toName,Reporting period,Pulse score, andPulse answer.

Pulse Report: Metrics - Includes Name,Reviewer,Avg pulse,Last pulse,15Fives submitted,15Fives reviewed, Due day, Reporting frequency, Last seen

9. Another way to get to the Pulse Report: Metrics page is from the main Pulse Dashboard. At the bottom of the Pulse Dashboard you will see the 'Individual Metrics'table, which displays the highest and lowest average pulses per person and the 'Group Metrics' table, which displays the highest and lowest average pulses based on all members of the group.

TIP : To see additional data surrounding these Pulse answers, click the 'See Pulse metrics' link. That link will take you to the new Pulse Report: Metrics.

10. From within any of these reports, click 'Download answers' to export the information you see in your report. Click on 'Download' in the top right and select your download format.

11. The fields will pop up in an alert window, like this. Choose the fields that you prefer.

12. Click 'Download CSV'.

Why a pulse check?

We've included this prompt because identifying feelings are helpful for managers and employees; first professionally, but also personally.

Research shows it's important to become aware when we're happy at work so we can clearly identify the type of work that makes us feel great, which is usually work that builds on strengths. This is why in 15Five we start with assessing how we feel and then drill down into wins. Conversely, its important to be aware of times employees are less happy, and identify the work and/or roadblocks employees are facing. This is why we start with assessing feelings and then drill down into challenges.

There's also really great research that shows how identifying emotions can decrease stress, so we can think more clearly and make it easier to find constructive solutions. Self-awareness and feeling awareness is also the first step in building Emotional Intelligence, a key leadership skill. Researchershows that 2/3 of the effectiveness of business leaders comes from EI rather than IQ.

Feelings can reflect both professional and personal sentiments. This is in line with research from Culture Amp (an employee engagement platform) that shows the most engaged employees feel their manager cares about them both personally and professionally, so its important to cover both during 1:1's or when completing the 15Five.

From the Reporting tab in 15Five, you can get great insight into how your people are engaging with their 15Fives.Submitted 15Fives&Reviewed 15FivesReports are two reports for understanding and taking a closer look at the data behind your company's usage of 15Fives. For example: instead of just knowing who has a low review rate, you can see if and how reviewers are interacting with their reviewed 15Fives.

NOTE : Only account administrators and reviewers can see the 15Fives Submitted and 15Fives Reviewed Reports.

To pull a Submitted 15Fives report

1. Click on the ' Reporting ' tab.

Reporting

2. Click on 'Submitted 15Fives' in your left navigation under 15Fives Dashboard.

3. Select the criteria you would like to see a report on: People (by groups or individual), Reporting frequency, Time frame.

4. Decide if you want to include submitted 15Fives for the current week in your report. If you do, check the 'Include active 15Five data' checkbox. This will not pull in draft 15Five information; only submitted 15Fives.

4. Fields included in this report are:

Name

Reviewer

15Fives submitted:total number submitted out of the number created for the individual or group.

Submitted rate:percentage of 15Fives submitted by the individual or group

15Fives reviewed:total number of 15Fives reviewed out of the number submitted for the individual or group

Reviewed rate:percentage of 15Fives reviewed for the individual or group

Submitted on time:percentage of 15Fives submitted on or before their due date

Last submitted:last date that a 15Five was submitted by an individual (not available on group view)

Due day:day of the week that the individuals 15Five is due (not available on group view)

Reporting frequency:frequency that the each 15Five is due (weekly, every other week or monthly)

Avg pulse:average pulse of the individual or members of the group

Last seen:last time the individual was active in 15Five (not available on group view)

TIP : Filter by Individuals or Groups to get different insights.

TIP : You can sort any column in ascending or descending order by clicking the grey arrows to the right of the column header.

5. If you would like to contact people from this report, select the people who should be contacted and click the 'Contact' buttonin the top right of the 'Individuals' (or 'Groups') box.

6. Fill in the text box. The content in this box is what will be included in the email to your selected reporters. Then click 'Send email'.

7. To download the report you are viewing, find the 'Download' button in the top right of your page.

8. The optional download fields will appear in a pop-up window, like this. Choose the fields that you prefer.

9. Click 'Download CSV or XLSX'.

Here are some usage dashboard tips to help drive engagement:

Get usage for the year or last 3 months to see who is reporting and who is reviewing reports.

See how manager's participation impacts and influences team report submission.

Keep on top of engagement to see your top submitters and to catch anyone that may be dropping off on their submissions.

Export data and see streaks so you can leverage this information to get more engagement. Reach out to the groups or individuals with the highest number of streaks to understand the value they get out of 15Five then share that with the teams who are not using 15Five.

Sort by "last submitted on" and then contact team members who haven't submitted in over a month. See team members who have never submitted to help get them to use the tool.

_______________________________________________________________________________

To pull a Reviewed 15Fives report:

1. Click on the '' tab.

2. Click on 'Reviewed 15Fives' in your left navigation under 15Fives Dashboard.

3. Select the criteria you would like to see a report on: People (by groups or individual), Reporting frequency, Time frame.

4. Decide if you want to include reviewed 15Fives for the current week in your report. If you do, check the 'Include active 15Five data' checkbox. This will not pull review information for any draft 15Fives; only submitted 15Fives count towards reviewed numbers.

4. Fields included in this report are:

Reviewer

# of direct reports:number of direct reports that the reviewer has (if the number has changed during the selected time frame we take the latest available number)

15Fives reviewed:total number of 15Fives reviewed out of the number submitted by the individual or group

Reviewed rate:percentage of 15Fives reviewed by the individual or group

15Fives submitted by team: total number submitted out of the number created by the individuals or groups direct reports.

Submit rate:percentage of 15Fives submitted by the individuals or groups direct reports

15Fives with comments:percentage of 15Fives reviewed with at least one comment

15Fives with likes:percentage of 15Fives reviewed with at least one like

15Fives incomplete:number of 15Fives that the reviewer has started reviewing, but have not been 'Marked as Reviewed' (Reviewer needs to take additional action.)

Avg time to review:average time it takes for reviewer to mark the 15Five as reviewed after the submitted date

Avg team pulse:average pulse of the reviewer's direct reports

Last seen:last time the reviewer was active in 15Five (not available on group view)

TIP : Filter by Individuals or Groups to get different insights.

TIP : You can sort any column in ascending or descending order by clicking the grey arrows to the right of the column header.

5. If you would like to contact people from this report, select the people who should be contacted and click the 'Contact' buttonin the top right of the 'Individuals' (or 'Groups') box.

6. Fill in the text box. The content in this box is what will be included in the email to your selected reviewers. Then click 'Send email'.

7. To download the report you are viewing, find the 'Download' button in the top right of your page.

8. The optional download fields will appear in a pop-up window, like this. Choose the fields that you prefer.

9. Click 'Download CSV or XLSX'.

15Five understands the importance of reporting for all levels and roles in 15Five. We have many reporting options; some of which are more customizable than others. As a company, we here at 15Five are continually working to improve reporting capabilities and functionality. Here are the reporting options that we have in place to date.

Available CSV downloads/exports

Export 15Five profiles (in app link): Contains information from each person's current profile and combines all information into one download; all emails, due days, reviewers, timezones, etc

Success Center article : Export 15Five users for my company

This report is available for admins only.

Export company data (in app link): Exports ALL questions and answers for everyone who has been active or is currently active in 15Five

Success Center article : Export questions and answers from 15Fives

This report is available for the company account creator only.

Objective status (in app link): Provides a break down of all non-private objectives and their latest status for the given time frame; at risk, behind, on track

Success Center article :

This report is available for all roles. Which objectives are visible will depend on admin, reviewer, reporter role.

Objectives ownership (in app link): Displays additional metrics around who owns objectives, how many they own, and what the status of each of these owned objectives is

Success Center article :

This report is available for all roles. Which objectives are visible will depend on admin, reviewer, reporter role.

Objective alignment (in app link): Shows the correlation between all aligned and unaligned objectives for the given time frame

Success Center article :

This report is available for all roles. Which objectives are visible will depend on admin, reviewer, reporter role.

Export Objectives as a CSV (in app link to the 'All objectives' page): Allows you to filter all objectives, display and download the objectives that match the search criteria. Use the 'Export as CSV' button.

Success Center article : Export Objectives as a CSV

Best-Self Reviewprogress report (in app link to 'Reviews' page, need to navigate to the applicable cycle from there): Pulls a report containing all participants, submission statuses, answers, comments, ratings, etc for a given review cycle

Success Center article : Generate a progress report for a review cycle

This report is available for review admins only.

PulseDashboard (in app link): Contains all Pulse answers for the given time frame and for all people whose 15Fives you can view. Also includes Pulse Answers and Pulse Metrics Reports.

Success Center article : Pulse Dashboard: Metrics and Answers

This report is available for admin and reviewers only. The extent of visibility will depend on admin or reviewer role. See the Success Center article for specifics.

15Fives Dashboard (in app link): Provides 1-on-1 engagement data, reporter submission data, and reviewer review rate data for the given time frame; one report for each of the aforementioned topics

Success Center article : 15Fives Dashboard: Submitted and Reviewed

This report is available for admins and reviewers only. Admins can see engagement information for all employees. Reviewers can see engagement information for anyone down their reporting line.

Trends (in app link): Containsall answers toquantitative questions to track how a company, group, or individual are answering a certain question over time

Success Center article : View Trends from 15Five metrics questions

This report is available for admins and reviewers only. Admins can see engagement information for all employees. Reviewers can see engagement information for anyone down their reporting line.

Polls (in app link): Contains all answers to aone-time, quantitative question

Success Center article : Take a Poll in 15Five

This report is available for admins and reviewers only. Admins can see engagement information for all employees. Reviewers can see engagement information for anyone down their reporting line.

Custom reports (in app link): Provides answers to the custom criteria that you enter; options include How are you feeling?, Priorities, Questions, High Fives, and Objectives and Key Results

Success Center article : Pull a Custom Report

This report is available for all roles. The extent of visibility will depend on admin, reviewer, reporter role. Additionally, whose 15Fives you can view will affect these reports.

API integration (in app link):Want to export your data through our 15Five Public API so you can import this into your own HR system or reporting system? You can set up API tokens through your dashboard to report on answers, objectives (including historical progress reporting), questions, reports, etc.

Success Center article : API

The option to create tokens and manage the API integration is available for admins only.

All new 'Reporting'- including Dashboards and Reports

We have completely redesigned Reporting in of 15Five. The new reporting capabilities enables administrators and reviewers with high-level trends and detailed data metrics for actionable insight. You can now find out the pulse of the organization, how employees and managers are using 15Five, status on business objectives, and more. Leveraging reporting, leadership can spot champions and provide better support for the individuals and teams in real-time.

A little terminology to get this party started!

Dashboards contain visual data that is focused on high-level trends over a time period.

Reportsprovide more detailed and specific data points for individuals and/or groups.You also have the ability contact directly from a report.(see below for details)

Dashboards and reports complement each other to paint a full picture of your company's 15Five usage.

Options for downloading data

'Reporting' Dashboards and Reports

15Fives Dashboard - This main dashboard was created to replace the old 'Usage' tab and is your new landing page for Reporting. The 15Fives Dashboard provides high-level trends and insights into 15Five usage, including AveragePulse, Submitted 15Fives, Reviewed 15Fives, Objectives Status, Objectives Ownership, and Objectives Alignment.Each of these dashboards/reports is broken down into further detail below.

Updated navigation & filters

You might notice the navigation looks different and each dashboard has clickable links to more reporting. The new design gives us more room to expand the Reporting tab in the future.

New left side navigation provides a specific section for 15Fives and Objectives. In the future, well be adding another section for Best-Self Review.

New filters provide more control to what you see on the Dashboard- filter by person or group, reporting frequency, and/or time frame.

New 'Include active 15Five data' filter allows you to show or hide the active reporting period. Active reporting periods contain 15Fives that are still in the process of being completed and/or reviewed. Therefore, the active 15Five data can skew your stats.

Contacting from Reports

We recognize that these reports provide you with better insight into how 15Five is being used. Once you know the usage information, you want to know how the usage affects behavior. Ultimately, to be able to encourage those employees who submit quality 15Fives and employees who review 15Fives regularly and interactively to keep up the good work. On the flip side,you may need to reach out to employees that don't submit their 15Fives or aren't staying up to date on reviewing and see if you can help. Were introducing a new way to contact people directly from our dashboards and reports. You can select individuals or groups and send them a personalized message directly from the report. Actionable reporting- .

Whats not changing with this release

1-on-1s Dashboard:We have not updated the data included in the 1-on-1s Dashboard yet; though we did move the location and make it its own dashboard.

Trends and Polls:No changes for Trends and Polls at this time.

Custom Reports:No changes for Custom Reports at this time.

_____________________________________________________________________________

Additional details for each Dashboard and Report

15Five Dashboard

Average Pulse:Average Pulses can be found on the main 15Fives Dashboard, directly beneath your filters. To reach the Pulse Dashboard, click 'See dashboard' under the Average Pulse section. Within the Pulse Dashboard, there are additional high-level stats including a breakdown at both individual and group high and lows Pulses. You also have the option to view Pulse answers (more details on this below).

Submitted 15Fives&Reviewed 15FivesReports: Two new reports for understanding the usage of 15Fives, including more data points. Instead of just knowing who has a low review rate, you can now see how reviewers are interacting with the reviewed 15Fives.

Average Pulse

Pulse is a key component of the 15Five check-in. Since Pulse gives you valuable insight into how your people or specific teams are feeling, it is only fair that we give you multiple ways to report on that data. From the main 15Fives Dashboard, use the Average Pulse widget (directly under your filters) to see an overall trend of pulse scores. You can dive deeper into Pulse by clicking the 'See Dashboard' link. There is additional information on the Pulse Dashboard and its components below.

Submitted 15Fives

The new Submitted 15Fives widget provides a trend of submission rates of 15Fives. For the filtersyou'veselected you can see the submission rate, the total number of 15Fives submitted and the percentage of them submitted on time. You can also dive deeper with 23 new data points by following the See 15Fives Submitted Report link.

To provide you with a much deeper analysis of the adoption of 15Fives, weve created a new 15Fives submitted report. This report will allow you to dive deeper into the details our your employees submission of 15Fives. Weve also add the ability to view this data either by individuals or by groups. All of the data shown will be based on the time chosen in your 'Time frame' filter. Weve added the following data points:

Name

Reviewer

15Fives submitted:total number submitted out of the number created for the individual or group.

Submitted rate:percentage of 15Fives submitted by the individual or group

15Fives reviewed:total number of 15Fives reviewed out of the number submitted for the individual or group

Reviewed rate:percentage of 15Fives reviewed for the individual or group

Submitted on time:percentage of 15Fives submitted on or before their due date

Last submitted:last date that a 15Five was submitted by an individual (not available on group view)

Due day:day of the week that the individuals 15Five is due (not available on group view)

Reporting frequency:frequency that the each 15Five is due (weekly, every other week or monthly)

Avg pulse:average pulse of the individual or members of the group

Last seen:last time the individual was active in 15Five (not available on group view)

Reviewed 15Fives

As with the Submitted 15Fives widget, we have a new Reviewed 15Fives widget that provides the trend of your reviewed rate of submitted 15Fives. You can see the reviewed rate for current filters, the percentage of 15Fives with at least one comment, the percentage of 15Fives reviewed with at least one like and the number of 15Fives with no reviewer. You can also dive deeper into reviewed data by following the See 15Fives Reviewed Report link.

Along with the submitted 15Fives Report, were also providing a similar detailed view into your companys stats on reviewing 15Fives. Weve also add the ability to view this data either by individuals or by groups. All of the data shown will be based on the time chosen in your 'Time frame' filter. Weve added the following data points:

Reviewer

# of direct reports:number of direct reports that the reviewer has (if the number has changed during the selected time frame we take the latest available number)

15Fives reviewed:total number of 15Fives reviewed out of the number submitted by the individual or group

Reviewed rate:percentage of 15Fives reviewed by the individual or group

15Fives submitted by team: total number submitted out of the number created by the individuals or groups direct reports.

Submit rate:percentage of 15Fives submitted by the individuals or groups direct reports

15Fives with comments:percentage of 15Fives reviewed with at least one comment

15Fives with likes:percentage of 15Fives reviewed with at least one like

15Fives incomplete:number of 15Fives that the reviewer has started reviewing, but have not been 'Marked as Reviewed' (Reviewer needs to take additional action.)

Avg time to review:average time it takes for reviewer to mark the 15Five as reviewed after the submitted date

Avg team pulse:average pulse of the reviewer's direct reports

Last seen:last time the reviewer was active in 15Five (not available on group view)

Pulse Dashboard

Along with all the previously mentioned reports and dashboards, were introducing a Pulse Dashboard that includes two new Pulse Reports. The Pulse Dashboard contains four sections:Average Pulse,Pulse Answers,Individual Metrics, andGroup Metrics. To get to your Pulse Dashboard, click on 'See dashboard' under your Average Pulse graph.

NOTE :Admin visibility for Pulse comments- If an admin does not have the ability to view someone's full 15Five, they will not see their Pulse comments. Only Pulse scores are globally visible to admin by default.

TheAverage Pulsesection (same information as above) appears at the top of your Pulse Dashboard and helps you understand the trend of your companys Pulse over time.

ThePulse Answerssection of the dashboard breaks down Pulse answers from "1 to 5" to give you more of a bucketed approach on how your employees are feeling. If you would like to dive deeper into the answers, click the 'See Pulse answers' link.

We added a couple of new tables that show you the high and low average Pulse scores for both individuals and groups. TheIndividual Metricstable displays the highest and lowest average pulses per person. Similarly, theGroup Metricstable displays the highest and lowest average pulses based on all members of the group. Give me moreeeeee... OK- to see additional data surrounding the Pulse answers, click the 'See Pulse metrics' link. That link will take you to the new Pulse Report: Metrics. Keep reading for information on the metrics page.

Pulse Report: Answers

Pulseisn'tonly about the score; employees can leave detailed answers with valuable insights as towhythey are feeling "1 to 5". The Pulse Report: Answers displays scores + contextual answers for multiple individuals, groups, and reporting periods.To get to the Pulse Report: Answers page, click on the 'See Pulse answers' link. From the Answers page, you can navigate to the 15Five in question and add your thoughts.

Pulse Report: Metrics

Pulse scores are extremely valuable, but do they paint the full picture or are there other things contributing to high/low pulse scores? The Pulse Report: Metrics pagedisplays additional metrics beyond just the average pulse, ultimately deepening your understanding and context. Use the filters to explore specific groups and/or teams to better understand their Pulse scores. To get to the Pulse Report: Metrics page, click on the 'See Pulse answers' link. There are two options at the top of your page- one titled 'Answers' and one titled 'Metrics'.

Name

Reviewer

Avg pulse:average pulse of the individual or members of the groupin the given time frame

Last pulse:last pulse score submitted by the individual (not available in group view)

15Fives submitted:percentage of 15Fives submitted by the individual or members of the group in the given time frame

15Fives reviewed:percentage of 15Fives reviewed for the individual or members of the groupin the given time frame

Due day:day of the week that the individuals 15Five is due (not available on group view)

Reporting frequency:frequency that the each 15Five is due (weekly, every other week, or monthly)

Last seen:last time the individual was active in 15Five (not available on group view)

Objectives Dashboard

The all new Objectives Dashboard allows admin and reviewers a closer look at all Objectives that they have visibility into, as well as, higher-level data about who owns objectives, how many objectives they own, and how aligned the company's objectives are.The Objectives Dashboard contains three sections:Objectives Status,Ownership, andAlignment. To get to your Objectives Dashboard, click on 'Objectives Dashboard' link on the left side navigation.

The main Objectives Dashboard has 3 widgets to give you a snapshot into all things Objectives for your company.

TheObjectives statusgraph gives you a quick look into how all objectives are tracking based on their end date. We have also added in metrics to show how all objectives are trending. Click ' See status report ' to dive a little deeper.

TheObjectives and Key Results ownershipsection displays the number of people with or without objectives + key results. We show this information per month and allow you to toggle between Objectives and Key Results. Click ' See ownership report ' to get a more detailed view.

TheObjectives alignmentsection shows the percentage of objectives that are aligned to a parent objective vs not aligned to a parent objective that fall within your filtered time frame. Click ' See alignment report ' for additional options on filters and exports.

Contacting from the Objectives Dashboards is not available yet. We hope to allow this functionality in the near future.

Objectives status

The Objectives Report: Status page mimics what you see on the 'All objectives' page. Feel free to filter based on owner, objective type, alignment, etc to nail down the objective(s) you are looking for. One added bonus here is the option to 'unarchive' directly from the report.

Ownership

Figuring out who owns objectives and who doesn't shouldn't be a hassle. If everyone in the company needs to have at least one objective, we have made it easy for admin and reviewers to double check that. The Objectives Report: Ownership page displays additional metrics around who owns objectives, how many they own, and what the status of each of these owned objectives is. Use the filters to check on specific groups and/or individuals to ensure objectives are moving right along.

Owner

Total objectives

Current objectives

Past due objectives

Closed objectives

Key Results

Last seen

You can also download a CSV or XLSX report of these fields to further sort and filter.

Alignment

The Objectives Report: Alignment page looks very similar to your 'All objectives' and 'Objectives Status' pages. The difference is, we have auto filtered to only show you only the aligned objectives. Feel free to change the filter to show only 'unaligned' objectives.

Just as with the other Objectives reports, you can export aligned or unaligned objectives as a CSV.

NOTE :Only admins and managers have access to Reporting tab with this update. Our data shows that less than 1% of reporters use Reporting on a frequent basis. We are exploring data options that will be geared towards reporters for future updates.

For more information on these new Dashboards and Reports, see these articles:

Contact people from Reporting

Pulse Dashboard: Metrics & Answers

15Fives Dashboard: Submitted & Reviewed Reports

Objectives Dashboard & Reports

How can I see who is having 1-on-1s on my team?

Only an administrator can see the 1-on-1 dashboard to show you usage stats for 1-on-1s. See which Reviewer on your team is using 1-on-1 agendas, and how often they are being performed.

Success Center article : 1-on-1 usage report

1. Click on the ' Reporting ' tab.

Send them a high five

2. Click on '1-on-1s' in your left navigation.

3. Select your desired filters.

4. Below the filters, you will see two tables: 1-on-1 Meetings and1-on-1 Activity. These tables contain data around who has held 1-on-1s, when the last meeting was, and what your company's overall 1-on-1 completion rate is.

TIP : Sort information in the '1-on-1 Activity' section by clicking on a column header (ie: REVIEWER, REPORTER, #OF MEETINGS, LAST MEETING).

5. You can also export the data you see by clicking 'Download' in the top right corner.

NOTE :Change the timeframe at the top of the page to meet your needs.

See someone who is particularly great at scheduling their 1-on-1s? !

Group administrators can add questions that are group-specific, enable or disable Priorities, and change visibility settings within a group.

NOTE : Only company administrators and reviewers can adjust group settings. Admin can edit any group. Reviewers can edit groups that they are group admin for.

When should I turn on Group drill-down?

15Five visibility defaults to a natural drill-down order following your companys hierarchy. In contrast, the drill-down setting in groups creates a forced drill-down relationship between members who would not naturally have this relationship. This setting will open up transparency so that more information can be shared if need be.

This setting is useful for leadership peers, to allow them transparency down the org for high-level discussions. Keep in mind, group drill-down takes the group member who is highest in the hierarchy and opens up their entire reporting line to all other groups members.

TIP : You would not want to put a CEO, a VP, and a 5th level reporter in a group with group drill-down enabled. That means the 5th level reporter would be able to see everyone in the CEO and VPs reporting lines, all the way down to themselves.

Correct uses of group drill-down:

Example 1: CMO and CRO want visibility into each other's teams. In this case, we would putonlythe CMO and CRO in a group together and turn ON the drill down setting.

Example 2: If Elizabeth is the project lead for a team of designers, and she works alongside a creative director on that project --- she and the director need to be engaging with downstream reports. In this case, we putonlyElizabeth and the creative director in a group together and turn ON the drill down setting.

Example 3: Brad is the VP of sales. He brings in a consultant to help with sales processes. In this case, we putonlyBrad and the consultant in a group together and turn ON the drill down setting.

Overall, drill-down is really valuable for bridging the gap in teams where multiple leaders need to be involved in conversations. If you would like two people to have access into each other's 15Five's but not anything else, have them follow each other's reports.

TIP : The drill-down setting becomes problematic when its used in large orgs, mid-level, without discretion. If you are unsure as to whether or not to turn drill-down on for your group, please reach out to us at [email protected].

Success Center article : Create a group and/or group type

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When should I turn on Group viewing?

Group viewing is a feature that enables individuals within a shared group to view and comment on each others' reports. Turning on Group View is a good option for teams that want more visibility and collaboration; encouraging more of a forum-style conversation for generating ideas and surfacing issues. This is a great option for a department that wants to create a transparent communication model.

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To enable Group drill-down:

("I am not using the new Group Types feature"- meaning you use the 'Manage departments' page. If these steps do not match what you see in your account, please scroll to the second half of this article.)

1. Click on your avatar/profile picture in the top right corner of the account screen.

Manage groups

2. Click on 'Manage people'.

3. Click on ' Manager groups ' in your left-hand navigation.

4. Create a group and toggle on Group drill-down, or click on the group that you would like to edit and find the same toggle.

To enable Group viewing:

("I am not using the new Group Types feature"- meaning you use the 'Manage departments' page. If these steps do not match what you see in your account, please scroll to the second half of this article.)

1. Click on your avatar/profile picture in the top right corner of the account screen.

2. Click on ' Manage people '.

3. Click on 'Manage groups' in your left-hand navigation.

4. Create a group and toggle on Group viewing, or click on the group you would like to edit and find the same toggle.

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To enable Group drill-down:

("I am using the new Group Types feature"- meaning you are creating group types and groups from your ' Manage groups ' page.)

NOTE : Only company admin and the group admin can edit a group. If the group does not have a group admin, any reviewer or company admin can edit.

1. Click on your avatar/profile picture in the top right corner of the account screen.

2. Click on 'Manage people'.

3. Click on ' Manage groups ' in your left-hand navigation.

4. Find the group type that houses the group you need to edit and click on it. If you are not sure what group type the group is in, you can search for the group name or a keyword.

5. Click into the group whose visibility settings need to be adjusted.

6. Then click the gear icon and 'Edit group'.

7. Once you are viewing the group, toggle on or off the 'Group drill-down' option.

8. Remember to save your changes!

To enable Group viewing:

("I am using the new Group Types feature"- meaning you are creating group types and groups from your ' Manage groups ' page.)

NOTE : Only company admin and the group admin can edit a group. If the group does not have a group admin, any reviewer or company admin can edit.

1. Click on your avatar/profile picture in the top right corner of the account screen.

2. Click on 'Manage people'.

3. Click on '' in your left-hand navigation.

4. Find the group type that houses the group you need to edit and click on it. If you are not sure what group type the group is in, you can search for the group name or a keyword. For example: You could search for the group 'R&D'.

5. Click into the group whose visibility settings need to be adjusted.

6. Then click the gear icon and 'Edit group'.

7. Once you are viewing the group whose visibility settings need to be adjusted, toggle on or off the 'Group View' option.

8. Remember to save your changes!

We have created Smart Groups for you to easily be able to pull information, change settings, and manage questions, based on your direct reports. These groups are automatically generated for you. As soon as someone is assigned to report to you, they are added to your group.

Success Center article : Enable Smart Groups (admins only)

This means there is less room for error when someone new joins your team. You can now pull information and data about your team with ease.

NOTE :The names of the group are automatically generated and cannot be edited, as well as group members.

Create a smart group question queue

As a reviewer in 15Five you will now be able to filter data to show information for anyone that reports directly to you. Reviewers and admins can also manage smart group settings from the ' Manage Groups ' page.

Having Smart Groups enabled means you can:

Run a custom report for your team

Ask questions to your smart group

Filter by your team members for all 15Five dashboards

And filter the High Five feed by your team members too

Edit group settings for your direct reports

Essentially anywhere you can currently filter by groups, you can now drill-down into your team's data too.

Success Center article : Group visibility and settings

e-Book : Question Master eBook- ideas for great questions

Success Center article :

If you have a large team, you can use our option to make bulk group changes by uploading a CSV file with user information. The email address field is the only required field; the other fields are optional.

Use CSV import to bulk change groups:

1. If you are making updates, we do suggest downloading a CSV of your company first.

Getting Started Resources

2. Take the export (shown below) and remove all rows and columns that you do not wish to edit. In this case, remove all columns except for email and active_group_names.

3. You have two column header options for managing groups through bulk import. You only need to use one of the two.

First option- active_group_nameswhich requires that ALL groups new and existing must be included in the bulk import. If you leave out an existing group from this field, the person will be removed from that group.

Second option- add_to_groupswhich requires only NEW groups to be added in the field. The"add_to_groups" option only pertains to adding someone to a new group(s).

TIP :If youd like to specify the group type as well, please include a tilde (~) in between the group type and group, for example, Departments~HR. This format works for 'add_to_groups', 'active_group_names', or 'remove_from_groups' fields.

4. After you have added in all group information, save the new CSV. Make sure the format is UTF-8.

5. Import the new CSV here by clicking 'Choose file'.

6. Check to make sure there are no errors with the import. Errors would appear at the top of your page, if any were found.

7. Scroll down to click 'Start over' or 'Finish import'.

8. Walahhh! Group membership has been updated.

Special notes about imports

If you are referencing a group in your CSV file, make sure you created the group in 15Five first.

If you remove a group in the CSV file under the "active_group_names" column, it will remove the user from that group.

If this is your first time using 15Five and you are importing your team, here is a CSV file that will help you prepare your import.

If a user belongs to multiple groups, you can enter each group name separated by commas. For example: Sales, SF Team, Customer Success.

Now that your employees are in 15Five, check out our to help get them all up to speed and get the most out of 15Five.

There are situations where you do not want a group(s) to have to answer the company-wide questions. You can remove a group from seeing these questions by disabling the company-wide question setting.

To enable/disable company-wide questions for a group:

("I am not using the new Group Types feature"- meaning you use the 'Manage departments' page. If these steps do not match what you see in your account, please scroll to the next section of this article.)

1. Click on your avatar/profile picture in the top right corner of the account screen.

Manage groups

2. Click on ' Manage people '.

3. Click on 'Manage groups' in your left-hand navigation.

4. Create a group and toggle on Company-wide questions, or click on the group you would like to edit and find the same toggle.

Ready to set up your group's question queue?

Success Center article : How to set up questions for your group

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To enable/disable company-wide questions for a group:

("I am using the new Group Types feature"- meaning you are creating group types and groups from your ' Manage groups ' page.)

NOTE : Only company admin and the group admin can edit a group. If the group does not have a group admin, any reviewer or company admin can edit.

1. Click on your avatar/profile picture in the top right corner of the account screen.

2. Click on 'Manage people'.

3. Click on '' in your left-hand navigation.

4. Find the group type that houses the group you need to edit and click on it. If you are not sure what group type the group is in, you can search for the group name or a keyword. For example: You could search for the group 'R&D'.

5. Click into the group whose settings need to be adjusted.

6. Then click the gear icon and 'Edit group'.

7. Once you are viewing the group whose settings need to be adjusted, toggle on or off the 'Company-wide questions' option.

8. Remember to save your changes!

If you would like to enable or disable the 'Priorities' feature for your specific group, you can do that in your 'Manage groups' page. Disabling this feature will remove the 'Priorities' section from appearing on all group members' 15Fives. If anyone is in two groups, one of which has Priorities enabled, and one of which has Priorities disabled, Priorities will not appear on their 15Five.

NOTE : Group admins will only have the option to enable/disable the Priorities feature if 'Enable company-wide' is the setting chosen on a company level. Admins can manage the company settings for Priorities here.

Enable/disable Priorities for my group:

("I am not using the new Group Types feature"- meaning you use the 'Manage departments' page. If these steps do not match what you see in your account, please scroll to the next section of this article.)

1. Click on your avatar in the upper right-hand corner.

Manage groups

2. Click on ' Manage people '.

3. Click on 'Manage groups' in your left hand navigations.

4. Select the group you wish to edit by clicking on the group name.

5. Click the gear icon and 'Edit group'.

5. Toggle on or off the 'Priorities' feature.

6. Save your changes.

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Enable/disable Priorities for my group:

("I am using the new Group Types feature"- meaning you are creating group types and groups from your ' Manage groups ' page.)

NOTE : Only company admin and the group admin can edit a group. If the group does not have a group admin, any reviewer or company admin can edit.

1. Click on your avatar/profile picture in the top right corner of the account screen.

2. Click on 'Manage people'.

3. Click on '' in your left-hand navigation.

4. Find the group type that houses the group you need to edit and click on it. If you are not sure what group type the group is in, you can search for the group name or a keyword. For example: You could search for the group 'R&D'.

5. Click into the group whose settings need to be adjusted.

6. Then click the gear icon and 'Edit group'.

7. Once you are viewing the group whose settings need to be adjusted, toggle on or off the 'Priorities' option.

8. Remember to save your changes!

There might be times where your groups need to be moved from one type to another. Let's say you had some stragglers hanging out in the 'Groups' type, but really they are 'Squads'. No problem to move them. You can move groups to a new group type individually by editing the specific group or in bulk by mass selecting and changing the type.

NOTE : Only company admin and the group admin can edit a group. If the group does not have a group admin, any reviewer or company admin can edit.

Edit a group and move it to a new type:

1. Go to your ' Manage groups ' page.

Manage groups

2. Find the group type that houses the group you need to move and click on it. If you are not sure what group type the group is in, you can search for the group name or a keyword.

3. Click into the group whose type needs to be adjusted. If you searched for and found the group you were looking for in Step 2, you will not need click into the group again.

4. Then click the gear icon and 'Edit group'.

5. Once you are viewing the group, use the 'Group type' dropdown to select a new type.

6. Remember to save your changes!

Edit group types in bulk:

1. Go to your '' page.

2. Find the group type that houses the groups you need to move and click on it.

3. Select all groups that need to be moved to the same new group type- use the checkboxes to the left of the group names.

4. Click the 'Bulk actions' dropdown menu and select 'Change group type'.

5. Find and select the group type that you want the groups to be moved into.

6. Remember to click 'Change group type'.

EXTRA! EXTRA! Read all about it! This release article pertains to customers who had existing Objectives departments as of November 14, 2019. We are calling this new functionality 'Group types'; Group types are essentially removing the need for Objectives departments in 15Five. The goal behind group types is to allow better organization of groups (including departments), to improve reporting on Objectives, and to make what you know as 'Groups' and 'Departments' work together efficiently.

TL;DR

Existing Objectives Departments have been migrated to fully functional 15Five Department Groups that can have members and questions, in addition to objectives. Objective Types are now fully customizable and configurable.

How does this benefit you? Company leaders and admins can gain more accurate organizational insights, and better align their Objectives with their organizational hierarchies, by using custom group categories (divisions, departments, teams, project groups and more!) Admin now have full control over the Types of Objectives that are enabled for their organizations, minimizing confusion caused by types not relevant to their organization Admin can now be more efficient due to the consolidation of departments and groups.

Why are we migrating 'Departments'?

If your company doesn't use the term "Departments", then creating departments and department objectives led to confusion. "We need another way to name these subsets of our people other than just 'Groups' or 'Departments'."

Departments were like islands. They had no relation to the 'Groups' feature, even though some departments and groups had the same name. Departments didn't have members, but department objectives were owned by members of the same named group. You get the point... Departments were only being used with the 'Objectives' feature and ended up creating duplicate work. Account admin can workmore efficiently with theconsolidation of departments and groups.

Account admin and reviewers (usually reviewers higher in the hierarchy) needed more accurate organizational insights, including theability to connect objectives with their groups. Group types were the missing piece between 'Groups' and 'Objectives'. Account admin can now create group types that mirror the company's organizational structure. For example: group type "Divisions", group type "Departments", group type "Teams", group type "Project groups", and more!

Before this release, objectives could be created for a department or the entire company. Having only these two options with nothing in between was limiting. Additionally, there was no way to pick and choose which departments could have objectives and which couldn't. Account admin now have full control over which group types (Departments, Teams, Squads, Locations, etc) objectives can be created for. If the group type 'Locations' should not have any objectives, account admin can disable objective creation for 'Locations' only. More detail on this below.

Now that existing 'Departments' are groups, account and group admin can edit settings, manage group members, add questions, and create objectives for Departments.

What are group types exactly?

Group types are naming conventions created to mimic your organizational structure. If a group type is 'Mammals', a group within could be 'Dogs', 'Cats', etc. For instance, your company might have group types:Departments, Divisions, Squads, Regions, Teams. Yes- you heard us right. 'Departments' can be a group type- except now, specific departments can have members, visibility settings, 15Five questions, and their own objectives. Group types house groups. The best part about group types is that you can create objectives for any of the groups within!

Merge or combine groups

NOTE : Onyour 'Manage groups' page, you will notice that 'Groups' and 'Departments' already exist. These two group types are created automatically and are the default types. 'Groups' cannot be edited or deleted and should act as a holding ground for all uncategorized groups. 'Departments' cannot be deleted, but can be renamed if your company uses different lingo. Just click the checkbox to the left of 'Departments'> then click 'Actions'> then 'Edit' to rename.

Who should care about group types?

Short answer. Everyone in some way shape or form.

Account admin who need a single, consistent, and efficient way to set up and manage departments and other groups. Account admin, company leaders, and/or higher level reviewers who need to customize their group type and group categories to reflect their organizational hierarchies.

OLD VS NEW

'Manage groups' page old view

'Manage groups' page new view

Manage features-> 'Objectives' page old view

Manage features-> 'Objectives' page new view

Role based permissions for group types + groups

Just like departments, only account admin can create group types. Just like creating groups before today, admin and reviewers can created groups within each group type.

Enabling and disabling Objectives per Group Type is only available to account admin. These settings can be found in 'Manage features'>'Objectives'>'Objective types' tab.

Before today, all roles in 15Five could create Department objectives. This is still true. People can create objectives for any group type and group with Objectives enabled.

OK, so what happened to my Departments?

All of your previously created Objectives departments are now their own groups and are housed under the group type 'Departments'.

The migration of 'Departments' has been done automatically and requires no action on your part. Existing Department objectives will still be associated with the respective department. The only difference is now those departments live on the 'Manage Groups' page, under the group type 'Departments', as their own groups. The group type 'Departments' is automatically enabled in 'Objective types' settings.

EXISTING department (from before the migration): People Ops

NEW group type (auto created): Departments

NEW group (auto created): People Ops

NOTE : After we migrate your Objectives departments to groups, we will call out any Departments that have the same name as existing groups. If multiple groups with the same group name exist, we will 1- inform you of the duplicates in a yellow tool tip, and 2- give you the option to quickly convert the duplicate groups.

Merging groups should be ignored if you're not ready to make those changes. You can always choose to combine groups later.

What action(s), if any, do I as an account admin need to take?

Now that you know what happened to your 'Departments', let's talk about what steps an account admin can take to ensure groups types and groups are organized as desired.

Optional: Account admin can choose to merge migrated departments with existing groups if desired, but this is not required.We recommend that customers take some time to plan their long-term groups, group types, and Objective categorization strategy before merging or converting groups to different types.

Example: If you already had a group called 'People Ops' and wish to merge the department 'People ops' with the group 'People ops', you can do so. Here is a walkthrough on this process.

Optional: Account admin can create additional group types (Divisions, Teams, Squads, and more) at anytime create the same organization in 15Five that exists within the company. If additional group types are created, account admin can turn on or off the Objectives feature per group type.

Example: My company has group types Departments, Squads, Business Units, Cohorts, and Locations. Objectives should be enabled for all types except Locations. Account admin can turn off Objectives for the type Locations from this page.

Account admin can decide whether self-development, individual, department and company-wide Objective Types are relevant to their organization, and manage them in 'Objective Types' settings.

Resources for continued support:

Create a group and/or group type

Create an objective

Enable Objectives for group types

Set permissions and visibility for my group

The 'All objectives' page was created to house all objectives for your company and show each objective's relationship(s) to other objectives using the nested or flat views. Additionally, it provides an easy way to search for, manage, and report on existing objectives given the selected filters. The ' All objectives ' page can be found by clicking the 'Objectives' tab on your navigation bar.

TIP : Objectives can be created from the 'All objectives' page using the 'Create a new objective' button. Read a Success Center article about Creating an objective.

Additionally, bulk closing all past due objectives and archiving all past due objectives are available using the three dots to the right of 'Create a new objective'. These bulk actions are only available to admins.

On the 'All objectives' page you will see two main sections: the Filter(s) section

Achieve More with OKRs: How to Launch, Track, and Achieve Your Objectives & Key Results

and the Objectives summary section.

These two sections and their functionality are outlined below.

Selecting filter(s)

There are a number of different filters available to help you manage objectives, as well as gather valuable objective data. Use the filters to nail down the objectives you're looking for.

Objective owners:This filter includes your objectives, your direct report and hierarchy, and any active groups. Think of this filter as an 'Objective owner' filter.

Objective type: This filter includescompany-wide, department (and any other group type), individual, self-development, as well as all departments (and any other groups) by name.

Objective status: This filter includes all objectives at risk, behind, on track, and no status.

Alignment:This filter includes the ability to toggle between aligned and unaligned objectives.

Start and end dates: Objectives starting on or after the start date and ending on or before the end date. You can also filter using one of the two dates to find objectives starting on or after the start date OR to find objectives ending on or before the end date.

Objective state: This filter includesall past, present, future, closed, archived, and past due.

Success Center article : Using filters to search for objectives

Include key results on others' objectives

Use the 'Include key results on othersobjectives' option to show or hide key results that are owned by the people in your Objective owner filter. For instance, you might be looking for all objectives owned by Dwight Schrute- which would mean your Objective owner filter would be 'Dwight Schrute'. If Dwight owns key results on someone else's objectives, this option will allow you to see those key results as well. Including key results on others' objectives paints a bigger picture of what tasks people are working on.

Objectives summary

This section gives you a collapsed, nested view of all objectives that match the selected filters. In the image above, you can see that the "Objectives summary (8)" indicates that eight objectives met your filter criteria. From the nested view, you can expand these objectives to show aligned child objectives by selecting the 'Expand all' option below. From the flat view, you can see all eight objectives listed alpha-numerically, rather than based on alignment. Listed below the "Objectives summary" are the statuses of the eight objectives. Here you can see that six are 'on track' and two are 'behind'. Not too shabby!

Export as CSV

The 'Export as CSV' option gives you a CSV download of all the objectives that appear on the page. The CSV will only include the objectives that match the filters selected, making it easy to share what you are looking at with others.

Share link

Next to the 'Export as CSV' option, there is a "Share link" button. When you click on 'Share link', the URL/link to the page you see becomes copied. The filters are also copied and will be included when the link is opened by others. The copied link can be pasted and sent to teammates. As long as the people you send the link to have the same permissions as you, they will be able to use that link to see exactly what you are seeing.

Success Center article : Visibility settings for objectives

Toggle between nested and flat views

The symbols to the right of the 'Share link' button are the nested view and flat view options. Use these buttons to toggle between nested and flat view for the shown objectives. The nested view shows the "+" next to any aligned objective(s), while the flat view treats all objectives equally, in one full list. Check out the differences between the two views.

Keyword Search

The keyword search enables you to search for words or phrases that show up in the objective or key results (for key results make sure to show nested view instead of flat view.) You can see how many objectives and key results have common themes such as "sales" or "best-self."

To remove the keyword search just click the "x" on the right side of the box and it'll clear the keywords you have entered.

Objective detail

Below the keyword search you will see the requested objectives. You can sort in alphabetic order, due date, last updated, creation date (last, first), and progress (most, least.)

The "+" next to objectives in the nested view as well as the "Details" link will expand to show all aligned objectives to this parent objective. You will also see the number of days until the objective's due day and the percent completed at this time. If you hover over the progress bar you will see whether the objective owner has marked the objective as on track, at risk, or behind.

Interested in learning more about OKRs to implement them at your company? Check out our free eBook:.

The Objectives Dashboard allows admin and reviewers a closer look at all Objectives that they have visibility into, as well as some higher level data about who owns objectives, how many objectives they own, and how aligned the company's objectives are.

Within the main Objectives Dashboard, there are three different tables displaying various Objectives data. See theObjectives statustable (directly under your filters) for a quick look into how all objectives are tracking based on their end date., see theObjectives and Key Results ownershiptables for alook into the number of people with or without objectives + key results, or see theObjectives alignmenttable for insight intothe percentage of objectives that are aligned vs not aligned.

NOTE : You will only be able to report on the objectives that are public, objectives that you have permission to view, and/or objectives that you own.

Objectives status

The Objectives Report: Status page mimics what you see on the 'All objectives' page. Feel free to filter based on owner, objective type, alignment, etc to nail down the objective(s) you are looking for.

One added bonus here is the option to 'unarchive' directly from the report.

The options to 'Export as CSV' and 'Share link' also exist here.

Objectives Report: Alignment page

Ownership

Figuring out who owns objectives and who doesn't shouldn't be a hassle. If everyone in the company needs to have at least one objective, this report makes it easy for admin and reviewers to check. The Objectives Report: Ownership page displays additional metrics around who owns objectives, how many they own, and what the status of each of these owned objectives is.

Use the filters to check on specific groups and/or individuals to ensure objectives are moving right along.

Headers for the Ownership report are below:

Owner

Total objectives

Current objectives

Past due objectives

Closed objectives

Key Results

Last seen

You can also download a CSV or XLSX report of these fields to further sort and filter.

Alignment

Thelooks very similar to your 'All objectives' and 'Objectives Status' pages. The difference is, we have auto filtered to only show you only the aligned objectives. Feel free to change the filter to show only 'unaligned' objectives.

Just as with the other Objectives reports, you can export aligned or unaligned objectives as a CSV.

NOTE : Contacting from the Objectives Dashboards is not available yet. We hope to allow this functionality in the near future.

You can assign a group administrator to manage questions, manage group members, and update group visibility settings. Group administrators and company admin are the only people who can make these edits.

NOTE : To be chosen as a group administrator you must first be a company admin or a reviewer.

Change or add a group admin:

("I am not using the new Group Types feature"- meaning you use the 'Manage departments' page. If these steps do not match what you see in your account, please scroll to the next section of this article.)

1. Click on your avatar/profile picture in the upper right-hand corner.

Manage groups

2. Select ' Manage people ' from the drop-down menu.

3. Select 'Manage groups' on the left hand side.

4. Create a new group or edit an existing group. To edit an existing group, click on the group. Then, click on the gear to edit.

5. Select/update the Group admin from the pull down list.

Success Center article : Manage group settings

Success Center article : Create questions for a group

Success Center article : Create a question queue for a group

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Change or add a group admin:

("I am using the new Group Types feature"- meaning you are creating group types and groups from your ' Manage groups ' page.)

NOTE : Group admin can be any company admin or any reviewer. If no group admin is chosen, any company admin, the group's creator, or the reviewer (if all group members are in their hierarchy) can edit the group.

1. Click on your avatar/profile picture in the top right corner of the account screen.

2. Click on 'Manage people'.

3. Click on '' in your left-hand navigation.

4. Find the group type that houses the group you need to edit and click on it. If you are not sure what group type the group is in, you can search for the group name or a keyword. For example: You could search for the group 'R&D'.

5. Click into the group whose visibility settings need to be adjusted.

6. Then click the gear icon and 'Edit group'.

7. Once you are viewing the group whose group admin needs to be added or changed, click into the 'Group admin' dropdown menu. Select your group admin. Group admin must be a company admin or a reviewer.

8. Remember to save your changes!

If you have two groups that need to be combined into one, we have a way for you to merge the groups. It takes a couple of steps, but the end result is clean and organized. Before you get started, there are some things to know about merging.

What happens when I merge groups?

Here's an example: I am moving the 'Sales' group from the 'Departments' group type to the 'Squads' group type, but there is already a 'Sales' group in 'Squads'...

Questions will be combined- meaning all questions from both 'Sales' groups will remain. If one group had questions and one didn't, the one set of questions will carry over.

Members will be combined- meaning all members from both 'Sales' groups will remain. If one group had no members, then only the members of the other group will exist after the merge.

Any group settings that are the same are retained for both groups- meaning if both 'Sales' groups had company-wide questions OFF, the new group will also have company-wide questions OFF.

Any group settings that are different between the two groups are discarded and the new combined groups settings are reverted to the systems default settings- If one group has 'Priorities' ON and on group has 'Priorities' OFF. In this case, 'Priorities' would be ON for the combined group, since it is on by default when creating a group.

Default group settings: Manage groups

If both 'Sales' groups have the same group admin, that group admin is retained.

If one of the groups has a group admin but the other one does not, we maintain the preexisting group admin for the combined group- 'Sales' group in Departments does not have a group admin, and Joann is the group admin for the 'Sales' group in Squads, then Joann will remain the group admin for the merged group.

If both groups have a group admin, then both group admins will be removed as group admin and the group admin designation will be blank- Joe is the group admin for the 'Sales' group in Departments and Joann is the group admin for the 'Sales' group in Squads, then there will be no group admin for the merged group.

Having no group admin means thatany company admin, the group's creator, or the reviewer (if all group members are in their hierarchy) can edit the group.

To merge two groups of the same name:

TIP :If you need to merge two groups with different names, just rename the groups to have the same name. Once they have the same name, you will be able to combine them.

1. Click on your avatar in your upper right hand corner.

2. Click on 'Manage people'.

3. Go to your ' Manage groups ' page on the left side navigation.

NOTE : If you need to rename one of the two groups, do that first. Find the group by searching or by clicking into the group type that houses the group and edit the name. Once renamed, return to the '' page.

4. Find the group type that houses the group you want to merge and click into it.If you want to merge 'Sales' Team with 'Sales' Department, click into the group type 'Team'.

5. Find the group that you want to merge and check the box to the left of the name.

6. Use the 'Actions' drop down menu to select 'Change group type'.

7. Find the group type where you would like this group to move to- this is the group type that houses the group of the same name, in this case the group type that houses the other 'Sales' group.

8. Click 'Change group type'.

9. A pop-up window will appear asking you to confirm your changes. Be sure to read the "What happens when I merge groups?" section at the top of this article.

10. If all is well, click 'Continue changing'.

11. You will be taken to the merged group containing all members of both groups and the settings for the merged group. Give them a look before saving.

12. Remember to save your changes!

If you need to change a participant's manager during an active cycle, you can do that from within the specific cycle. For example, maybe the person reports day to day to their regular 15Five manager, but you want their dotted line manager to complete the manager review for this cycle only. We have a way to do that! Check out this article to see what the change means for all people involved.

NOTE : Any changes made on the 'Edit individual settings' page are specific to the cycle at hand. If a reviewer/manager is updated on this page, the change will only be reflected in the review cycle and will not affect 1-on-1s, 15Five check-ins, visibility outside of the cycle, etc.

NOTE : Only review admin can access the 'Edit individual settings' page.

Change a participant's manager for manager review:

1. Click on the ' Reviews ' tab from your 15Five account.

see this article

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. From the 'Overview' tab, choose to view 'Participants'. Then you can select an additional filter: 'Me', 'My team', 'My hierarchy', and 'Whole company'. Depending on your role, you may be missing some of these filters.

TIP : If you are looking for a specific participant whose reviewer needs to be changed, you can use the 'Whole company' filter and search for their name.

4. Choose your desired filter(s) or search and check the results.

5. After scrolling down to the 'Participants' section, click the '...' next to the employee whose reviewer needs to be updated, and then click 'Edit individual settings'.

6. Find the option under 'Who is writing reviews of ________?' that says 'Manager review'. Simply put, who is writing a manager review of _______? This is where you will update which manager is responsible for completing the manager review of the participant in question.

7. Click 'Edit' to the right.

NOTE : If the 'Edit' option does not exist, it is because the manager has already submitted a manager review of this participant, and the manager cannot be edited.

8. Use the drop down menu to select the new manager who should be responsible for writing the manager review.Managers cannot be a peer, the persons direct report, or people who are excluded from global review settings.

9. After selecting the new reviewer/manager for this cycle, click 'Save'.

10. If the previous manager already has a draft manager review in progress, you will see a pop-up. Please note that changing managers after a draft has been created will remove the draft and create an entirely new manager review for the updated manager.

11. If you are okay with removing the previous manager's draft manager review, click 'Yes, save this new setting'.

12. All set! The new manager will now be asked to complete an manager review of this participant. All other managers/reviewers in 15Five or in other cycles will remain untouched.

NOTE :Can the manager review be of Caitlin be completed by manager Margo and then Caitlin complete her upward review of manager Mitchell? Yes, these two people do not have to be the same.

_______________________________________________________________________

IF UPWARD REVIEWS ARE ALSO INCLUDED IN THE CYCLE:We are assuming that the new manager is also a participant in the cycle and is having upward reviews written of them. When a manager is changed as noted in this walkthrough, the participant's upward review of that previous manager will be removed, leaving the participant with no upward review to complete. If you also want to update who the participant is writing an upward review of (ie if you want this participant to write an upward review of this new manager), . You can also reinstate the same previous manager and the participant's upward review draft will reappear.

In order to keep your employees engaged and to keep the communication lines open, updating questions on a regular basis is a must. There may be questions you want on every 15Five, in addition to questions that you change every so often. The question is, how do you manage questions that are already created, or delete questions that are no longer relevant?

NOTE : Manage questions section is only available to administrators.

1. Go to the ' Manage questions ' section of your 15Five account. 2. You will see a list of your questions and can use the pencil icon to edit, deactivate, or delete. Inactive questions will appear greyed out.

NOTE : If a question is active in the Question queue, you will not be able to delete until current the reporting period is over.

run reports

Editing

Edits made to questions are pushed to the current report in real time. If you edit the wording of a question, add a new question to an existing report, etc- the report will update immediately on all unsubmitted reports.

You can edit the question itself, change the frequency, and update the settings by clicking on edit. If you do update the actual question, all data on the previous question will be overridden by the new data. We suggest deactivating the question and creating an entirely new question instead. Custom reports can still be run on inactive questions, but not on questions that have been overwritten.

Guide : The Great eBook of Employee Questions

Deactivating/Reactivating

Deactivated questions are greyed out and appear in the Inactive questions header. These questions were deactivated from In every 15Five. You can reactivate these questions at any time. When you are ready to reactivate, click the pencil and reactivate. Review the format, frequency, and settings before saving the changes.

Inactive questions from your Question queue will be greyed out and still appear in the Question queue header. You can reactive these questions the same way.

TIP : For questions that are not going to be asked again, 15Five recommends the delete option. To delete a question, simply click the pencil and delete. Deleted questions will no longer appear in your account. However, you can still and gather data on deleted questions.

NOTE : This release is only for existing customers that do not have any 'Departments' set up in 15Five before Nov 14th, 2019. Group types will be available to existing customers with departments in the near future. If you are currently using Objectives and Departments, this release is not for you- yet.

The end of 2019 is fast approaching and you are going to need 2020 objectives. Oh wait, "I'm not readayyyyy!" Must set up departments. Must create objectives. What is a department in 15Five anyway? Before today, departments were only used when creating objectives. No members existed in a department. Reporting on departments was limited, since there were no members to report on. Keep reading....

Today's release introduces 'Group types' and eliminates 'Departments' as a stand alone function. Ultimately, instead of having 'Groups' and having 'Departments'- no relation in 15Five, we now have 'Groups' and 'Group types'- related.

Goal for this release

Our goal for this release is to help customers who choose to enable the 'Objectives' feature by allowing them to associate objectives with their group types, ultimately creating better alignment of Objectives.

Group types

What are group types for?

Group types are naming conventions created to mimic your organizational structure. If a group type is 'Mammals', a group within could be 'Dogs', 'Cats', etc. For instance, your company might have group types:Departments, Divisions, Squads, Regions, Teams. Yes- you heard us right. 'Departments' can be a group type- except now, specific 'Departments' can have members, visibility settings, 15Five questions, and their own objectives. Group types house your groups. The best part about group types is that you can create objectives for any of the groups within!

Set permissions and visibility for my group

How do I create a group type?

You can create a group type from your 'Manage groups' page. For more information about creating a group type, see this article. Scroll to the 'Create a group and/or group type' section.

NOTE : Only company admins can create 'Group types'. Company admins and any reviewer(s) can create groups.

You will notice that 'Groups' and 'Departments' are default group types. 'Groups' cannot be edited or deleted and should act as a holding ground for all uncategorized groups. 'Departments' cannot be deleted, but can be renamed. Just click the checkbox to the left of 'Departments'> then click 'Actions'> then 'Edit' to rename.

Creating an objective with group types

When your group types and groups are all set up, you are ready to enable Objectives for each group type. In the below setup, you will be able to create objectives for 'Departments' and 'Squads', but not 'Locations'.

After turning on the Objectives feature for group types, you can create an objective. During the objective creation process, you can choose a group type and a specific group for the objective.

So many questions....

Will my existing groups change in any way?

No, groups themselves and the functionality within have not changed. The difference is groups can now be categorized by group type.

What group type will my existing groups be a part of?

Existing groups will be placed in a 'holding' group type called 'Groups'. Use the 'Groups' type to hold groups until you are ready to move them into their respective group type(s).

Can I change a group's type? ie "My group is in the 'Groups' type, but I need to move it to the 'Squads' type.

Yes, you can create custom group types and change the type of any group at any time. To do this, edit the group and select a new group type.

NOTE : Only company admin and the group admin can edit a group's type. If the group does not have a group admin, any reviewer or company admin can edit.

Do you have a LOT of reorganizing to do? "I need to move 14 groups from the 'Groups' type to the 'Squads' type."

You can also move groups to a new group type in bulk. Select multiple groups within a group type. Then use the 'Bulk actions' menu to change the group type.

How will this affect my group data integrations (SCIM, HRIS, API, bulk import)?

The way your data is imported will not automatically change with the introduction of 'Group types'. However, the introduction of 'Group types' does give you added flexibility in what fields you can include in your syncs from SCIM, API, and CSV imports. AKA, you get to choose how and what 15Five pulls in group type and group information from SCIM, HRIS, API, and bulk import.

NOTE : If a group's type is changed in 15Five, but the group type is being pulled in by an integration, we will read the group type from your IdP and reverse the change on the next sync. Another way to state this- Group type updates need to occur in your data source/IdP to prevent constant overriding- think along the same lines of changing a reviewer in 15Five to someone other than the reviewer in your IdP. It will revert again on the next sync.

Specifically regarding HRIS integrations (BambooHR and Namely): Previously, your Departments in BambooHR/Namely would map to 15Five as 'Groups'. Now, your Departments in BambooHR/Namely will map to 15Five as groups within the group type 'Departments'.

Why did 15Five make this change? How is this useful to me?

We needed to resolve the duplication of 'Departments' between our 'Manage groups' feature and our 'Objectives' feature. For example: People had a department "Customer Success" and a group "Customer Success" that were not related at all in terms of 15Five. The long term vision is to allow customers to reflect their company structures and hierarchies with group types and groups. In the future, we plan to utilize group types across the product to organize group filters, group-related reporting data, and more.

If you have any additional questions, feel free to reach out to your CSM or 15Five Support at [email protected].

Here are some articles that might help:

Create a group and/or group type

Create an objective

Enable Objectives for group types

The power of peer recognition shouldn't be underestimated. High Fives are a great tool that allows employees to show each other appreciation whenever they do something awesome.

If you do not see the option to @mention, this article will help you set @mentions up.

Science: High Fives

Ways to give a High Five in 15Five:

#1 Give a High Five in your current 15Five. The option to give a High Five will be included in the last section of your 15Five. This High Five will be sent once the 15Five is submitted. your 15Five

#2 Give a High Five in Real Time. Click on the tab High Fives to give a High Five in real time!

High Fives given from the dashboard will be Public.

Private High Fives are not available to be given from the dashboard and can only be given directly on a user's reports.

Once a High Five is given, an email is sent notifying the recipient and the High Five is pushed down into the feed on the Dashboard. The most recent High Fives are visible at the top of the feed.

If you give a High Five from the dashboard it will appear in your current 15Five in a read-only format. When your 15Five is submitted, only High Fives you give within your 15Five will notify recipients (as they were already notified in real-time from the Dashboard).

NOTE: High Fives given from the feed are public only.

1. Click on the ' High Fives ' tab.

2. Give your High Five!

#3 Give a High-Five in Slack.You can give a High Five right while you are in Slack. Just click on any channel and type the command: /highfive

#4 (Managers/Reviewers only): High Five while reviewing your direct report's 15FiveManager High Fives have proven to be the most memorable, according to a recent Gallup survey. Make giving High Fives to your direct reports a seamless process.

1. Click on the ' 15Fives ' tab.

2. Click on 'Team 15Fives'.

3. Find the check-in you want to review.

4. In the 'High Fives' section, you will see the option to High Five your direct report. You can also choose whether you would like to make the High Five public or private.

Private High Fives

When you give a Private High Five, the person you High Fived will be notified by email and can add a comment or like the High Five. Neither your Reviewer nor anyone else using 15Five can see the Private High Five you gave. Its between you and the person receiving the High Five.

You can only give a Private High Five to one person at a time. Private High Fives are not available for group High Fives or multi-person High Fives.

Private High Fives do not appear on the High Five Dashboard feed.

Private High Fives will not be shared to public Slack channels.

Private High Fives are not available on iOS as yet. This will happen in an upcoming release. The date is yet to be determined.

1. From within, draft your High Five. Then click the 'Public' drop down menu to the right of your High Five.

2. Choose the 'Private High Five' option. Once that option has been selected, your High Five should show a lock symbol to the right of your text. That is your confirmation that the High Five is private.

Using markdown

15Five now supports markdown.

If you are looking for how to add images or gifs to your 15Five, see this article.

_italic_

**Bold**

[link text](address)


*List

*List

*List

1. One

2. Two

3. Three

Horizontal Rule

---

Inline code

Heading 1

=========

Heading 2

---------

If you have a large team, you can use our option to invite users by uploading a CSV file with their user data information.

If you haveexisting users and are only mass addingan additional group of users: Start by downloading your companys current structure.

If you are new to 15Five and need an example, a downloadable CSV template can be found at the bottom of this page.

A few simple rules when bulk importing users:

Only the fields in the example are permitted.

email is the only required field, all other fields are optional.

You can list multiple groups separated by commas. For example: "Sales, SF Team, Customer Success"

If youd like to specify the group type as well, please include a tilde (~) in between the group type and group, for example, Departments~HR.

The full list of timezone options can be found here: Timezones for bulk import

Bulk imports are not available for SCIM customers.

Remove any empty columns and rows that do not contain data from the CSV before importing.

TIP :We recommend creating a backup of your companys current structure. Please note that any changes made to active_group_names will override any current group settings.

To bulk import users:

1. Click on your avatar in the upper right-hand corner.

How does adding/removing users impact billing?

2. Select ' Manage people ' from the drop-down menu.

3. Under the 'People' heading on your left-hand side, click on 'Import'.

4. Scroll down and click on the orange button 'Choose file'. Open the csv that you downloaded or created.

5. Click the orange button 'Finish import'.

15Five will not charge for invited/new users until the invite is accepted and the user becomes active. Billing for the new user(s) is prorated based on activated date and the time left in your current subscription period.

Success Center article : Check out our integration with BambooHR

Success Center article :

Implementation resources

15Five has videos, research backed articles, one page feature spotlights, and more to help you implement our solution. Check out our Help Center for any questions on a specific feature and step-by-steps ways to get the most out of 15Five. Our Resources page is the center for all videos, articles, ebooks, webinars, and podcasts.Feel free to distribute any of the materials from the Resources page, the Success Center, or below to your team.

Onboarding videos:

Basic Training Video

5-Min Crash Course

Deep Dive Training Video

Product Walkthrough (short demo)

Quick wins videos:

Get To The Heart of Matters

Make The Most of your 1-on-1s

Focus Your Team's Attention On Top Priorities

Know Where Your Employees Stand On The Issues

15Five Feature Spotlights: click here

What if we told you there was a simple goal-setting methodology used by many of the highest performing organizations in the world? And that this practice has been attributed to much of their success?

Google, Adobe, Intel all use OKRs to dream big and then make it happen!

Science : Objectives and Key Results

Video : Objectives Feature Walkthrough + Methodology

So, what is an OKR?!

OKRs stands for Objectives and Key Results. It is a framework for defining and tracking business objectives and their outcomes.

Objectives are what the organization or individual wants to accomplish, and are typically qualitative or subjective, ambitious, and time-bound.

Key Results are concrete, specific and measurable. They should describe how you will accomplish the objective and measure whether you are on track, behind, or at risk of accomplishing an objective.

OKRs are most effective when they cascade. The company sets an objective and three key results, each business unit sets an objective and three KRs that supports the company, each team sets an O and three KRs that support the business unit. Looking from a company-wide or department view, child objectives will appear as key results for their parent objective.

Guide : How To Launch, Track, and Achieve Your Objectives and Key Results

Guide : Ultimate OKR Guide For Making OKRs Work At Your Company

Examples of OKRs include:

O: Launch new SMB product KR: Product design completed by January 15 KR: 15 beta customer case studies by March 1 KR: Sales deck, training materials, and all product assets by March 20

O: Delight our current customers KR: Net Promoter Score of 50 or better KR: Customer churn rate less than 2% KR: 50 new online customer review

O: Build an engaged and dynamic workplace culture KR: Monthly employee happy hour activity, suggested by employees KR: Company Pulse Check score of 4 or higher in 15Five

O: Increase qualified leads KR:5,000 new leads this quarter KR: 40,000 blog subscribers KR: Attend 6 industry trade shows

Objective (OKR) tips:

3 Objectives, per level, at a time

About 3 KRs per Objective

Reviewed weekly or bi-weekly

Public

About 70% completion goal

Need help getting started with Objectives and Key Results?

Setting up OKRs requires a bit of planning. This worksheet is a great tool to help you prepare for implementing your OKRs into 15Five.

When looking in the ' All objectives ' tab, objectives will appear in the following manner:

By alignment (if it has children/is a parent objective)

By scope (company-wide, department, individual, then self development)

By end date/due date

By username alphabetically

By description alphabetically

NOTE : If your company uses an alternative name for objectives, you can rename the Objectives feature in the Objectives configuration, as well.

Good day, fellow 15Fivers! This release is going to make our review admin real happy. Let's jump right in.

Edit an individual's settings for a review cycle

And by individual, we mean participant. So what can be edited and how can you edit the participant's settings? Review admin can update a participant's manager- yep. We are not kidding, even in an active cycle. Review admin can also update a participant's direct report(s)- aka their upward reviewers. Since organizational changes are common, we hope today's release empowers review admin to take control of the cycle process by allowing them to change an employee's manager and upward review(s) during an active cycle. This customization is also extremely beneficial for companies with any reporting structure other than hierarchal- in other words, a lot of our customers.

NOTE : Editing an individual's settings only affects the review cycle at hand. Manager and direct report changes within a cycle will not update anywhere else in 15Five. So, go ahead. Make that manager change in the middle of the cycle. Changing will no longer mess up the reviewer for 15Fives.

To edit an individual's review settings, go to the Overview page on the cycle that needs updating. Use the 'Participants' filter and any other filter needed or the search bar to find the person whose review settings need to be updated and use the '...' option to click 'Edit individual settings'.

Change upward review of participant

Review admin will see two sections on the individual review settings page. 1 Whos writing reviews of __________? 2 Which participant(s) is__________ reviewing?

Whos writing reviews of __________? section lists out all reviews that are being written for the participant. For example, let's say the participant is Cailtlin Tilden. 'Who's writing reviews of Caitlin?' would include who is writing a self review of Caitlin, who is writing a manager review of Caitlin, who is writing peer reviews of Caitlin, and who is writing upward reviews of Caitlin.

Self review: cannot be edited. Caitlin is the only person who can write a self review of herself.

Manager review: can be edited as long as the existing manager review has not already been submitted. Caitlin's manager for the review cycle at hand can be updated and the new manager will be asked to complete a manager review of Caitlin.Only one person can be selected here.

Peer reviews: cannot be edited. Editing peers is not yet an option for review admin. We will continue working on this for a future release. All peers that Caitlin nominated to review her will appear here, regardless of approval and acceptance status.

Upward reviews: can be edited. The people included here are Caitlin's direct reports who need to write upward reviews of Caitlin. If Caitlin has no direct reports, the list will say 'None'. Review admin can add direct reports who needs to write upward reviews of Caitlin.

Which participant(s) is__________ reviewing? section lists out all reviews that Caitlin is responsible for writing. It is important to note that this list and all drop down menus will only include participants in the cycle. For example, let's go back to Cailtlin Tilden. 'Which participant(s) is Caitlin reviewing?' would include who Caitlin is writing a self review of (herself), who Caitlin is writing manager reviews of (her direct reports), who Caitlin is writing peer reviews of, and who Caitlin is writing an upward review of (her manager).

Self review: cannot be edited. Caitlin is the only person who can write a self review of herself.

Manager reviews:can be edited. The people included here are Caitlin's direct reports who 1- are participants and 2- who Caitlin needs to write manager reviews of. If Caitlin has no direct reports, the list will say 'None'. Review admin can add direct reports who Caitlin needs to write manager reviews of.

Peer reviews: cannot be edited. Editing peers is not yet an option for review admin. We will continue working on this for a future release. All participants who have nominated Caitlin as a peer will appear here, regardless of approval and acceptance status.

Upward review: can be edited as long as the existing upward review has not already been submitted. This is who is Caitlin responsible for writing an upward review of.Caitlin's manager for the review cycle at hand can be updated and Caitlin will be asked to complete an upward review of that new manager. Only one person can be selected here.

Now that we have the nitty gritty out of the way, let's talk about a couple of use cases.

If a review admin wants to change Caitlin's manager in an active cycle, what steps should be taken? Open Caitlin's individual settings page. Then find the 'Manager review' option under the 'Who is writing reviews of Caitlin?' section. Update Caitlin's manager here and the new manager will be asked to write a manager review of Caitlin. Walahhhh!

If a review admin wants Caitlin to write an upward review of someone other than her current manager in 15Five, what steps should be taken?Open Caitlin's individual settings page. Then find the 'Upward review' option under the 'Which participant(s) is Caitlin reviewing?' section. Update the manager that Caitlin needs to write an upward review of here and Caitlin will be asked to write an upward review of this new person. Well, I'll be darned.

Can the manager review be of Caitlin be completed by manager Margo and then Caitlin complete her upward review of manager Mitchell? Yes, these two people do not have to be the same.

For more information on how to edit a participant's individual review settings, see these articles:

Change manager review of participant

Be sure to look at our Question Bank (below) to add these questions automatically to company-wide and group questions. Only administrators and reviewers will be able to create questions for their company. We have some great questions to help you begin. Or, you can also use these as inspiration and create your own.

To access the question bank from within your account, click here.

Use the filters on the Question bank page to see examples of questions based on category or question type.

Being Successful With OKRs Requires Better Communication

TIP : We recommend not exceeding 5 questions, so reports don't get too long.

Blog Post : Ask Your Employees These Questions To Improve Workplace Culture & Team Performance

BEST-SELF MANAGEMENT

What type of work drains your energy?

What type of work energizes you?

After work/ on the weekends, it is important for me to

What company value did you embrace this week?

Are you clear on the company mission and how your work helps push it forward?

Where do you experience a skills gap that prevents you from reaching your goals? How do you suggest we can help you close the gap?

Whats one thing you need from someone else on your team to be more successful? @mention them here.

What makes it easy to show up as your Best-Self? What conditions need to be present?

Do any of your Objectives lack personal meaning, or interest for you?

Which of your Objectives interest and excite you the most?

What self-care did you do this week? How did you rejuvenate, relax, meditate or exercise?

Where did you find meaning in your work this week?

Did you experience a flow state this week where you were completely absorbed in your work, lost track of time, and experienced work with effortlessness and ease? If not, when was the last time you did experience this?

What positive emotions did you experience at work this week? What led to the experience(s)?

In the interest of countering negativity bias, please share a gratitude for something positive that happened in life or at work this week.

Where does negativity bias (focusing on unpleasant thoughts, emotions, or social interactions; harmful/traumatic events) show up in your life or at work?

On a scale of 1-5 (strongly agree to strongly disagree), how would you rate your ability to show up as your Best-Self over the last week?

What one thing did you do this week to step closer to becoming your Best-Self? (i.e. learning, growing, and developing your innate strengths and talents.)

Did you support anyone in becoming their Best-Self this week? If so, how? (i.e. supporting them in learning, growing, and developing their innate strengths and talents.)

CAREER TRAJECTORY

Do you have a current job description? If not, are you clear what's expected of you in your role?

COACHING

What could distract you next week from making progress on your goals? How could you minimize those distractions?

What do you want to be able to do in 6 months that you can't do now?

Are you fully bought into and motivated by your objectives? How personally meaningful are they to you?

Do you have a current job description? If not, are you clear what's expected of you in your role?

If you could choose anyone to coach you on any topic, who would it be and why?

Whats an additional skill you'd like to learn that would help you in your career? How could it help?

Are you clear on our overall strategy as a company and how you fit into it? If not, what's not clear?

What leads you to doing your best work (eg. environment, tools, etc)?

Blog post : What Can Leaders Do To Drive Employee Career Development?

CULTURE BUILDING

How might we build a stronger culture as a distributed team?

CULTURE + VALUES

How good are we at open and honest communication as a company? What could we do to encourage more of it?

Which of our core values are we doing a great job of living? How so?

Which of our core values could we be doing a better job of living, and how?

Who do you want to get to know better in the company? @mention them here to set up a coffee (or virtual coffee).

DEPARTMENT

All

What's your confidence level in our ability to execute as a company?

Are there any process improvements we can make as a team?

Are you inspired by the work you're doing in your role?

Customer Success

What are the major concerns you're hearing from our customers?

Engineering

Are you being given enough time to study the horizon of a given language? Are you being given enough experimentation time?

People Ops

Are you clear on what it means to be a great manager in our company?

What data have you used to influence any people decisions lately?

Product

Whats an interesting metric you've looked at or want to look at this week?

GOALS + OKRs

Do you feel like you're doing too much work that's nonessential to achieving your main objectives? If so, how can we change that?

Are you clear on our overall strategy as a company and how you fit into it? If not, what's not clear?

Blog post :

INNOVATION

How can we become the company that would put us out of business?

What would you change about our company or product if you had a magic wand?

LEARNING AND DEVELOPMENT

Do you feel like our 1:1's go beyond status updates and get to talk about your growth and development in the company?

Whats an additional skill you'd like to learn that would help you in your career? How could it help?

QUESTIONS FOR MANAGERS

What is your least favorite part about being a manager? How do you handle that?

Whats the best idea or suggestionyou'veheard from your team lately?

Whats one thing we could do for you to help improve the performance of your team?

Are you clear on what it means to be a great manager in our company?

RECOGNITION + APPRECIATION

Is there anything you would like to be acknowledged for?

What are the elements of a great a High Five?

REMOTE TEAMS

How might we build a stronger culture as a distributed team?

ROADBLOCKS

Are you fully bought into and motivated by your objectives? How personally meaningful are they to you?

Are there any projects or issues that you are worried about in either the short or long term?

PAST QUESTION BANK QUESTIONS

What's the best thing that happened in your personal life this week?

What's keeping you up at night?

What's something new you recently learned about yourself? Where do you find inspiration?

Happiness score On a scale of 0 to 10, how happy were you at work this week?

Happiness reasons What are the one or two primary reasons for your rating?

One thing (outside of work) you did this week that made you smile? What gets you out of bed in the morning?

Did you learn anything new or awesome this week that you'd like to try or share with the team?

What deals did you move forward in the pipeline this week?

Please list your top priorities for next week. Feel free to use single words or short phrases.

What is one pain point our users are experiencing the most this week?

Did you feel like you had a productive week? How can you make it even more productive next week?

What projects are on hold (you are waiting for something)?

Please describe three high impact items/goals that you would like to achieve next week.

Please describe the outcome of last week's high impact items/goals.

If any of your prospects described or mentioned a competitor last week, who was that competitor(s)?

As a manager, name one decision you made this week to improve the quality of the product that we provide?

Are you satisfied with the volume of work you have right now?

How many adjustments/corrections did you have to make this week? (Would be helpful tracking errors and asking follow up questions on how to improve upon those errors. and sharing with the team)

On a scale of 1 - 10, how well did we work as a team this week?

On a 1-5 scale, how confident are you about what others are working on?

How sustainable is your current workload?

What % of your time is done doing super busy work thataren'thigh leverage? Follow up: how can we alleviate your busy work? How slammed are you on a scale of 1-5?

Are there any projects or issues that you are worried about in either the short or long term? (yes/no) If yes, please explain. What percentage of time did you spend working in the zone (uninterrupted productive time) this week?

On a scale of 1-10, 10 being the highest, how motivated do you feel this week?

On a scale of 1-10, how well do we live up to our values as a company?

How well do we do at encouraging our value [core value]?

How many times did you have lunch or a drink with a co-worker this week?

On a scale of 1 to 10, how comfortable do you feel giving upwards feedback to your supervisor?

Do you have fun at work?

Our company provides a culture in which I can thrive.

Where is your fun meter at?

How effective would you rate the team meetings? (opinion scale), Follow-up question: What could we do differently to be more effective next month?

On a scale of 1 to 10: I know how my role contributes to the overall mission and success of the company.

I understand how my work directly contributes to the overall success of the organization.

On a scale of 1 to 10 please rate this organization on how well we've been able to contribute to your personal & professional growth?

How much time every week do you devote to your own development?

I believe there are good career opportunities for me at [Company].

[Company] is a great company for me to make a contribution to my development.

I am given opportunities to develop skills relevant to my interests.

My manager (or someone in management) has shown a genuine interest in my career aspirations.

Do you believe you'll be able to reach your full potential here?

If you were given the chance, would you reapply to your current job?

I am encouraged to learn from my mistakes.

I'm enjoying my job more this year than I did last year.

On a scale of 1 to 10, how happy are you at work?

On a scale of 1 to 10, how would you rate your work-life balance?

I am happy with my current role relative to what was described to me.

Are you proud to be a member of your team?

The environment in this organization supports a balance between work and personal life.

I like my office.

On a scale of 1-10 (10 being best) do you feel your contributions this week were appreciated by your team? By the organization?

Do you feel valued at work?

How frequently do you receive recognition from your manager?

The leaders at [Company] demonstrate that people are important to the companys success.

I have confidence in the leaders at [Company].

The leaders at [Company] have communicated a vision that motivates me.

Do you believe the leadership team takes your feedback seriously?

[Company] effectively directs resources (funding, people and effort) towards company goals.

At [Company] there is open and honest two-way communication.

[Company] really allows us to make a positive difference.

On a scale of 1 to 10, how comfortable do you feel giving upwards feedback to your supervisor?

In 15Five, the 1-on-1 agenda allows you to enhance and streamline your one on one meetings and record the most important learnings all in one place.

Blog Post : How To Make Your One On One Meetings More Effective

One Pager : 1-on-1s

Talking points

Meeting attendees can add talking points directly to your 1-on-1 agenda at any time before the meeting. Notice: there are talking points added by the reporter and the reviewer.Unchecked talking points will carry over to your next 1-on-1 agenda without any intervention! These unchecked items will appear in the 'Talking points' section again.

Checked off/discussed talking points will still disappear from the following 1-on-1 agenda, as they have been talked about and checked off the list.

this guide.

Answers added from 15Fives are now included in the Talking points section of your 1-on-1.

Important insights or answers can be pulled directly from a 15Five into a 1-on-1 meeting agenda for further focus and discussion. Upon adding an item to your 1-on-1 agenda, you will rename the talking point with a title that will appear on your 1-on-1.

Action items

Decide on action items to follow your meeting, and assign them to an owner to denote responsibility. These action items will take one of two paths after your 1-on-1 is ended. 1- Unchecked action items from the current week will appear under the 'Previous action items' section on the following 1-on-1. 2- Completed/checked action items will be dismissed from the following 1-on-1.

We also have a section called 'Action items', which is for adding action items for the current 1-on-1.

A list of previous and current action items, along with owners, will be emailed to the participants once the 1-on-1 has ended.

Notes

Leave notes and/or private notes about this meeting. Private notes will only be visible to the participant who added them, and will not be included in the summary email.

Summary

An email will be sent to both attendees following this meeting with a summary of all talking points, action items, and any shared notes. Private notes will not be included in any emails.

TIP : For detailed information about how to use this feature and feature permissions, see

1. Set up a Review Admin- Who needs to be able to have access to see all reviews? And who will be the primary person in charge of setting up cycles and questions? For some teams this will be the CEO and for other teams, this might be the HR person and CEO. Keep in mind this role will also be required to already be an administrator in 15Five.

2. Ask reflective and forward thinking questions- Research shows that asking growth and development focused questions improves performance and aligns the team member with company objectives.

3. Company values assessment- If your company adheres to company values you will need to customize this setting when creating your Question template. Adding values to your review process allows your team members to focus in on the primary objectives of the company and the culture they wish to maintain.

4. Setup your deadlines for review submissions- By default we suggest that the self-review be performed first, then the manager review. This allows the manager time to review the self-review submissions and focus in on their own responses before sharing the results with the team member. While the deadlines are soft and allow for submissions up until the cycle is locked by a review admin, the dates can also be edited after the cycle has already begun.

5. Share results- When a manager shares results with their team member this allows both parties to see each other's responses and setup a meeting to go over them and compare the responses. 15Five suggests meeting with your team before sharing the results of the review cycle. Managers should deliver feedback first in person, to avoid the text being misinterpreted before the final meeting is held.We do not suggest this be a time for a compensation review however this prepares you for a separate conversation for compensation advancement.

For a deeper understanding of how and why Best-Self Review works, see our science pages!

Science : Best-Self Review