CPM Demo Flashcards
(34 cards)
where do you start demo?
Pulse Dashboard under reporting
Part I Intros and Insights: 3 things to say/show on reporting view of pulse dashboard?
CPM provides better understanding of how people feel and how they are engaging in regular conversations.
This dashboard is going to give you a level of insight into employee/manager day to day life you’ve never had before. As a result you will always know how your org is feeling via the pulse score.
(scroll down to individual/group metrics and toggle btwn highest and lowest for both) this also gives you a way to really deep dive into filter into specific groups, depts, and individuals…
CPM Customer story about Pulse (2)
Pendo: 450 SaaS company, CEO personally reaches out to anybody who’s rating at a 1 as part of his retention strategy.
Zaloni, and IT company with about 190 ee’s, Chief People Officer said that she has actually saved 2 ee’s from quitting within the first 2 months of using 15five b/c they indicated they were feeling lower than a 2.
What to say after clicking on Reporting > Reviewed 15fives
Other insights you can assess from 15five are understanding where managers and employees are engaging and review continuous convos via check in engagement
Where do you click after Reviewed 15fives in reporting view? And what one thing to mention here?
(Stay under reporting…1:1’s dashboard…toggle btwn individuals from highest to lowest)
Same thing here with tracking 1:1 convos
Where to click after 1:1 dashboard in reporting view?
(Click on Questions Reporting»see answers to questions»view answers on any challenges you’re facing question)
Questions Reporting: what can you say about questions reporting in a demo?
Questions reporting gives managers and leaders the ability to ask specific feedback questions and gives a core central place to really interact with that feedback, dive people a space to be heard, and ensure they are closing the loop on those feedback questions.
So here we might interact with some of the challenges that this leader is facing inside of his group or dept, where he can interact with his direct reports (click on one of the answers to show how you would comment)
There’s much more reporting capabilities, but let me give you a high-level overview. 15five has the ability to capture feedback via trends, polls, and more metric based questions that will help you make decisions as an organization and as a leadership team. The ability here is to caputre and collet all feedback at any level of the org.
Part II-Employee Perspective
where’s the first place we go when transitioning away from reporting view to employee view when it comes to CPM? What should you say here?
you go right to Seth’s dashboard via features, my 15fives.
(note: you’re not really going anywhere here, but just having an overall discussion/ intro to check ins)
One question prospects often have is “how do you capture all of the intel/insight we just reviewed?” We do that through 15five check ins.
This is mean to be an easy to use, lightweight check-in. It shouldn’t take more than 15 mins for an employee to fill out, reflect on their week, and share updates. Then it takes the manager only 5 minutes to review and leave comments where needed.
This builds good communication habits that will lead to higher engagement and performance. Research shows that reflection is really important to grow and develop and 15five’s platform automates a framework for better feedback convos and more effective 1:1’s.
Story: think about what you can share from your own experience as an end user…
What do we show/discuss after employee view check ins? What should you say here?
(stay on the same page, but hover over pulse/ rating scale on how you are feeling at work)
This is what the check in dashboard looks like from the employee perspective. There are reminders that go out via slack or via email to make sure everyone remembers to fill out 15five. Also, customers can choose a cadence based on what works best for them (i.e. weekly, biweekly, monthly). however, best practice is weekly. (maybe insert brief ref as end user here). We’ll discuss more when we get down to objectives.
First- an employee would start of with the pulse question which is an easy opportunity to share one’s experience at work over the last week. It’s a simple click (click 2 &5). If the ee wants to elaborate more, they can click on the optional answer box and add more insight into their weeks…sometimes it’s just too hard to summarize a crazy good or challenging work week with a rating.
Where do you go after employee pulse view?
(scroll down to objectives> click down to show key results and child objectives)
What is a good disco question when under employee view of objectives?
Great opp for disco question: are you familiar with any specific goal setting methodology at your org? for example OKR’s is a familiar one. If so what does it look like and how is it structured? what’s working…and maybe what’s not working regarding setting company and individual wide goals?
What are some other things you can say about ee objectives?
OKRs are more geared to help increase productivity and make sure that there is role clarity btwn manager and ee.
Updating ones objectives regularly is important to ensure that you’re tracking progress on goals and priorities at the moment.
Here employees can be reminded of objectives and where they can update measurable progress.
Where do scroll/click after initial discussion about ee objectives?
(click down error under objectives to show key results. update a new hire that was just made)
you can also leave comments/questions for your manager but one thing that is required is to always marek on track, behind, or at risk as far as the “status of your objective” is.
Where do we go after further discussion about ee objectives?
Priorities
What can be said about ee priorities?
-priority tracking is geared to productivity and ensuring role clarity btwn manager and employe. That way we’re tracking goals and priorities in the moment.
Tracking goals and priorities on the regular provides great opportunity for managers and leadership to give coaching and get feedback but also balance shared accountability btwn managers and their employees.
Where do we go after ee priorities?
Questions
What can we show/discuss regarding questions under ee view?
(scroll down to questions)
this is where our customers drive the important piece of reflection for growth and development. It can help managers and leaders determine what’s working and what’s not, and help ee’s face potential challenges by providing support and coaching.
There’s also an opportunity for clients to lean on 15fives library of questions that are backed by science. And allowing customers to leverage best practices for questions on topics regarding career trajectory, growth & development, coaching opps, culture, and core values. Either way the questions can be customized to fit your org.
In conclusion of questions, this is the space where you can create feedback loops around what’s going on in your org or areas you’d like to monitor.
What’s the last stop in ee view before we transition to manager view?
High fives
What are some good things to say about high fives from ee perspective?
(scroll down to high fives) high fives are where 15five customers can focus on employee recognition.
show how to create a 15five by @mention
there’s been tons of research done on recognition in companies. The highest performing organizations are doing something different. any idea what the secret sauce is? They focus on positive feedback in order to boost morale and drive engagement. 15five’s high fives are an easy, thoughtful way to give positive feedback day to day, or during weekly check ins
(another great opp to share story about my experience as an enduser and what my first impression of high fives are)
Customer story about high fives to share…
Envato 600 ee, global org experienced a fast and BIG impact. In 6 months they had 14k high fives…this was all employee driven which is the nature of high fives. This means that ee’s want to recognize their peers. Not only were the high fives sticky, and very successful based on sheer # of them, but Envato’s engagement survey score for recognition rose 15 points! That was something previously, and traditionally driven by manager, and not in any sort of strategic, or day to day way. That’s a BIG impact for such a simple feature!
Part III: Manager perspective/view
Where do we start when transitioning to Manager view?
intro statement about team 15fives
Where to click next…
(go to nav bar and click on team’s 15five)
Now we’re going to take a look at the manager perspective of 15five by navigating to team’s 15five. this is where a manager will see what team members directly report to them and who has and hasn’t submitted their 15five for the week.
(click on review 1 submitted 15five in orange)
What 2 additional comments can be made about manager’s team 15five view?
Each week managers are responsible for engaging with team members. Within a couple mins managers get a clear understanding of how their team’s individuals are doing, and it gives them an opp to provide coaching, feedback, and support in real time.
To set the stage, most customers have ee’s submit 15fives on Fri. Managers review on Mon. We find managers also like to easily review 15fives on their phones quickly via an app on sun night or first thing mon morning to get a quick pulse on how the previous week went.
Transition statement from manager team 15fives to pulse…
AS a manager there’s a couple of key things you are doing in 15five…
Pulse in manager view. what to say?
The pulse score allows me to have a lens thru which I can review the info and engage with the score, especially if I notice it’s lower than usual. An example would be, I can leave a comment here (click on speak bubble in pulse) and say “how can I help you get from a 4 to a 5 by next week?”
