Most organizations manage user access at the HR level, however, many want to engage their managers to take full ownership of their team’s performance management. Enabling this feature gives manager users the access to add their direct reports into the WorkDove application.

Since not all organizations have multiple locations, this account setting is checked by default. If you would like to use Locations, update the preference and save your settings. Using Locations can assist in filtering your user data. When you enable Locations, you will have the ability to search and filter by locations in many places, such as the Employee Directory, Check-Ins, Performance Reviews, 360 Feedback Summary and more.

This setting was designed for organizations that have a business need requiring them to hide the people directory. Keep in mind that when you hide the directory, you are also hiding Job Descriptions, Behavioral Profiles, and Personnel Records. (Personnel Records are only accessible to the specific Employee and users with higher access).

Organizations that elect to hide the People Directory may also want to hide the "My Team" Dashboard Card that displays the list of direct reports in the manager's view. With this setting turned on, the manager will still see the other app-specific dashboard cards in their view.

The Partner role is tailored for HRBPs. With this role, a user can be assigned to a group of users without any of those users reporting directly to the Partner. This is a Help Desk only setting. To enable this feature, please contact us [email protected].

This field captures the languages spoken by the employee. This is a multi-selector field that can be updated by the managers on the People Directory or by the employee on their Profile page. We only track which languages they speak, not their proficiency level or which language is their primary.

This is a user profile field used to capture the Employee ID of the user. Most organizations use this for Employee ID and in cases where your account is integrated with a payroll or HRIS system where this field is required

This setting turns off Check-Ins for your organization and removes the application from your navigation menu for all users. When you hide Check-Ins, the main menu and Dashboard links are removed as well.

Click 'Reminders' in your account settings to access this setting. Check-In email reminders are sent according to the frequency set for each Check-In. It is important for your team to receive these reminders during their day rather than being buried in their Inbox. Set the preferred Company Time Zone and the time of day to receive these reminders.

If your organization creates and manages both Company and Department level goals then you have the ability to restrict Managers from entering Department level goals by enabling this setting. This means your manager and employee users will only be allowed to enter Individual Goals.

Enable Cascading Goal Report for Employee users

This setting turns on Goals for your organization and adds the application to your navigation menu for all users.

For employees the report will first load their 3rd level goals, then 2nd level, then 1st level. In order for the employee to have access to the goal report this setting must be enabled.

If your organization would like to assign importance to goals, much like we do with Objectives and Behaviors, then enable this feature. The Weighting is 1 – 4 with 4 being the most. This ties into a Goal Weighting report. Contact your account manager for details on how to access this report.

Much like Performance Reviews, Goals may have an associated quarterly cycle or timeline. If you choose to include the ability to tag goals with the appropriate year and quarter, turn on this setting. It will also allow you to search and filter on this information in the tables.

Once goals are closed, you may want to restrict the ability to re-open the goal to only the Super Users or the Admin users. This setting allows that functionality.

Our cascading goal management features also allows for 4th-level goals, which we call a category. Enabling this setting allows categories to be added. When this is enabled, you also have the option to select from one of the other labeling options: Perspective or Strategic Theme

By default, the Goals application is designed to pre-filter the results in the list and reports views based on the current calendar year. If your organization prefers, you can use this Fiscal Year end-setting to adjust the pre-filter date range to better fit your organization’s needs. If you select this option you will need to set the MM/DD in the field to the right of the Goal settings.

The application defaults the top/1st level goal label as Company Goals. We included 4 additional options: Board Policy, Strategies, Objectives, and 1st Level. This setting provides a dropdown menu if you would like to select one of these other options.

The application defaults the 2nd level goal label as Department Goals. We included 4 additional options: Key Results, Initiatives, Objectives, and 2nd Level. This setting provides a dropdown menu if you would like to select one of these other options.

The application defaults the 3rd level goal label as Individual Goals. We included 4 additional options: Key Results, Tactics, Action Plans, and 3rd Level. This setting provides a dropdown menu if you would like to select one of these other options.

360 Internal Feedback can be anonymous or signed by the user completing the requested feedback. We default the feedback forms to be anonymous with the option for users to uncheck this option. Enable this setting if you would like to require all 360 Internal Feedback to be anonymous and remove the option to have the user provide their name as part of their feedback. Keep in mind that employees do not see any 360 feedback unless the manager explicitly shares it with them.

Enable this setting to allow the manager to attach selected 360 feedback records to the review for the employee to access. Including these records in the review allows the manager to quickly access this feedback when evaluating and coaching an employee.

Some organizations want to promote ownership in the feedback process. This means the requested feedback provided would automatically include the employee’s name.

360 Internal Feedback can be anonymous or can be signed by the user providing feedback. If you want to encourage your team to provide their feedback anonymously but still want them to have the option to show their name, enable this setting. This is set as the default for all accounts.

Our "Provide Feedback" option can be powerful in letting your team provide unsolicited feedback on demand. If your team is not yet ready or you do not want the team to have this option you will want to hide the "Provide Feedback" option. If you have selected to hide both Behaviors and Performance Objectives on 360 Feedback, then this option to provide unsolicited feedback will be hidden. Giving unsolicited feedback is dependent on the Objectives and Behaviors, so without them, there is nothing to give feedback on.

Gathering feedback from teammates can be helpful when coaching team members.

You might be interested in this setting if you are not yet ready to extend the feedback process throughout the organization then consider hiding this feature and implementing it when you are ready.

External Feedback can come from clients, vendors, or individuals beyond your team.

You might be interested in this setting if your organization doesn't have a specific business requirement to request feedback from external parties, isn't currently prepared to use this feature, or already has an existing system for collecting such feedback.

Our feedback request form, along with the "Provide Feedback" option, incorporates both performance objectives and workplace behaviors that were assigned in the most recent review. You might be interested in this setting if including an employee's assigned objectives for others to rate would not be beneficial. In some cases, objectives may be confidential to that employee and manager.

Similar to the Performance Objectives, Workplace Behaviors/Core Values can be included on a 360 Feedback form so that an employee may be rated on them as a form of feedback. This setting will only become available when the above “Disable Performance Objectives on 360 Internal Feedback” setting is enabled.

Some organizations may want to allow Manager users, in addition to the Super users or Admin users, to approve reviews. Enable this option and all manager users above the Primary Manager for the employee can approve the review. (The setting 'Require Approval for Performance Reviews' must also be enabled).

Often, we get asked about 1 score for the employee’s review. Our application assigns a score to both Performance & Workplace Behaviors to create the Performance-Values matrix placement. Some organizations need to put this into 1 score to tie to compensation. In this case, we do not recommend averaging the two scores but rather enable the Overall Score feature. In this feature, we can help you assign a numeric value to each of the 16 boxes on the Performance-Values matrix. Once you have this assigned, the reviews and review tables will include the assigned number based on the matrix placement. You can then equate this number internally to a compensation percentage increase or bonus structure. Keep in mind that employees are able to see their Overall Score, but only after the review has been discussed and finalized by the manager’s signature. This is a Help Desk only setting. To enable this feature, please contact us [email protected].

This setting allows the manager to provide the details of their ratings and comments, digitally, before the review conversation happens. This is helpful for remote teams. The notes and ratings will be shown once the review is marked “complete” but before being signed by the manager (or when “approved” if approval is required).

Some organizations may need to have the HR Department “approve” all reviews. This setting adds another step in the signing of reviews and has automated emails built into the process. If you would like an Admin or Super user to approve all ratings and coaching notes prior to the review results being discussed and shown to the employee, enable this setting. This setting adds an additional two columns to the review table; Awaiting Revision and Awaiting Approval.

In many organizations, performance objectives for teams are generally set through collaboration with leaders and managers. Enabling employees to create or modify objectives serves as a valuable tool for promoting consensus and embracing change. This feature grants employees the ability to define their own objectives and goals, allowing them to emphasize what they consider important and, in turn, be assessed based on those priorities

A shared objective library is helpful when creating reviews. The list allows your managers to see shared metrics and objectives, create their own, or select from the list. In some cases, you may not want to have a shared library. By disabling the library, any objectives created will be saved to the review but not in the library list. The library function can be enabled later. Keep in mind that all objectives created when the library was disabled will not be included in the library list once it has been enabled.

Selecting this preference will disable the "Create Review" option and the Manage Objectives and Workplace Behaviors option inside of the review for manager users. Managers will still have the ability to edit a review to complete their star ratings and coaching notes as well as add/edit custom questions.

If your team is not ready for a scoring system then enable this setting. This setting removes the rating feature while allowing the manager and employee to still document notes on the objectives, goals, and core values. If you elect to disable the ratings, this will automatically hide the Performance-Values Matrix as well.

This setting turns off Performance Reviews for your organization and removes the application from your navigation menu for all users. When you hide Performance Reviews, the main menu and Dashboard links are removed as well. Keep in mind, this also by default hides the Workplace Satisfaction feature under the Pulse menu.

This setting hides the Performance-Values Matrix from all elements of the Performance Review process.

The application automatically includes a section about Personal Goals and Professional Development Objectives on every self assessment/review form. This is intended to prompt conversations about the employee’s personal goals and how the manager can help hold them accountable. Turning on this setting removes this section from the review if you are not yet ready to include this as part of the review conversation.

Workplace Satisfaction includes three (3), short but powerful questions, giving organizations the opportunity to learn more from their teams. We also present these responses in a report view for leaders to quickly assess if any changes are needed.

Enabling this setting removes this section from the review.

Empowering your managers to copy reviews as they sign off on the previous review is encouraged so the manager and employee review the upcoming expectations for the next cycle. Sometimes, this empowerment creates an issue at the HR level. If the HR team is charged with administering the review process and uses templates to create reviews for the whole team the copy option for managers can create unintended consequences – duplicate reviews. Enable this option to restrict managers from copying reviews in the application.

Managing a large Performance Objective Library can be a big task. We encourage objectives to be written with some standardization in order to make the library more user-friendly. Use this preference if you would rather control the creation of objectives for your account to the Admin and Super Users. This will hide the library from the managers but still allow them to select from the list when creating or editing a Performance Review for their team.

Getting input from your employees on their career path is an important piece of Leadership Succession. Enabling this preference will allow your employees the chance to identify their desired positions on their self-assessment.

The Employee Identified Positions option includes two slots on the self assessment. One for Next Desired Position and one for Aspirational Desired Position. If you prefer to only track the Next Desired Position you can disable the 2nd field using this option.

When completing reviews as a manager, you can identify the next best position for the employee and what the next action is needed. Enabling this setting populates these fields into the Development tab within the review. These fields along with the Employee Identified positions feed into a Leadership Succession report for the leaders.

This is a user profile field that captures the relocatable status of the employee. Knowing whether the employee is open to relocating is helpful when making leadership succession and other promotion decisions. This is a yes/no field that can be updated by the managers on the People Directory or by the employee on their Profile.

In some cases, employees may have an active Corrective Action plan in place. Enabling this preference allows managers to track whether the employee has an active plan when completing the reviews. This information also feeds into the Leadership Success Report for leaders.

Click 'Reminders' in your account settings to access this setting. If you would like to use Due Dates and email reminders for your Performance Reviews, enable this feature and set the number of desired days before and after the Due Date. You can customize the email message as well. Just be sure not to change or delete the {} links. Due Dates are required to trigger these emails. If a Due Date has not been selected for a review – the email reminders will not be sent for the specific review record.

The Results report has the option to include or hide the name of the employee responding. In the Results report, the employee name is included, however, their name is not connected directly to their responses. Why hide employee filters? This filter includes the employee’s name in the responses table. If you would rather have the survey responses be fully anonymous, enabling this setting would provide that option.

This setting turns off Surveys for your organization and removes the application from your navigation menu for all users.

This setting turns on the 9-Box application for your organization. Once enabled, certain users can see the application in the left hand navigation menu depending on their level of access.

Recognition helps create a culture of appreciation. If your team is not yet ready to engage with this feature you can disable it.

Enabling this preference allows managers to not only assign a pre-existing template, but also gives them the ability to create, edit, assign, and delete their own templates.

The Performance-Values Matrix includes two axes, one to measure Performance (the Y-Axis) and one to measure Culture (the X-Axis). The application defaults the label for the X-Axis to Workplace Behaviors. However, we included 11 additional options: Competencies, Core Competencies, Core Tenets, Code of Conduct, Core Values, Cultural Beliefs, Cultural Values, Standards, Methods, and Guiding Principles.

The application uses a 1 to 5-star rating system. By default, we provide definitions for each star rating. However, many organizations prefer to personalize the wording used in these definitions. To do so, go to your settings and select the option to customize the legend, where you can input your preferred definitions

Within the Workplace Satisfaction section of the self-assessment form (unless it's hidden in reviews), the initial question allows employees to rate their level of satisfaction. By default, we offer the following responses: Very Pleased, Pleased, Content, Ok, Could be Better, and Frustrated. If you wish to employ a different rating scale, simply check the designated box and input your preferred response scale.