It has been tested specifically in the latest versions of Chrome, Firefox, Edge, IE11 and Safari across multiple devices and screen sizes.
Certain users (Who have full admin rights) can see everything, data export and the dashboard for all users these would typically be somebody from the HR team or the CEO. They should be advised that the data is confidential and should only be looked at if concerns have been raised about a team or individual.
We believe if you have the right Attitude, Energy and Knowledge you will perform to the best of your ability.
Attitude. We expect our people to have a positive attitude towards coming to work and the challenges it presents. We want you to enjoy work, enjoy the journey and learn from the challenges our growth creates..
Energy. We expect all our people to work hard, work accurately and with speed.
Knowledge. We expect our people to take responsibility for their own personal development.
Performance. We expect our people to consistently achieve targets.
We operate a scoring system out of five within the 1-2-1 for you and your leader, this enables everyone to work to the same expectations and ensures consistency across the whole business.
5: Great 4: Good 3: Average — would be of some concern and needs to improve within 2 months or a disciplinary process will begin. 2: Poor or 1: Very Poor — will automatically start disciplinary action.
While that would be nice 😊 We advise that when people apply for a promotion or a pay rise that the 121 data over the previous 12 months is taken into account.
A 1-2-1 is a short, regular meeting (virtual or physical) with your leader to speak about your performance, give and receive feedback, as well as agree actions for the month ahead.
It’s a positive experience and people look forward to it. The 121 takes place withing the first two weeks of each month (we will in future give the option of quarterly). The invite needs to be sent as a calnedar invite so the person can complete their 121 beforehand, giving the leader time to digest the information and prepare for the meeting (virtual or physical).
We believe that regularity and consistency are the best way to drive performance, focus, and most importantly ensure that you build a strong relationship with your employees and that they feel valued and cared for.
Yes, we advise that you complete the 121 form in good time, so that your team leader can read it prior to meeting and prepare for their response, which will be added to the form during the meeting. It is advised to put a calendar placeholder for the same time each month to complete your 121.
If you (or your direct reports ) are off for a short period of time (up to 2 weeks) we advise you wait and complete it on the return to work, to ensure continuity. If you are going to be off for a longer period of time you can ask the person with admin rights to allocate your team to another team leader but when you come back to work this would need to be manually reversed.
The meeting can be in a meeting room in an office or it can be more informal, perhaps a walk (using engage on a mobile device). Engage is perfect for remote workers and is so easy to use over Skype/the phone. It does however help if both parties have the completed form in front of them, so they can refer back to it. The leader must fill in their part and complete their scoring during the meeting so it can be discussed openly and honestly.
We recommend that a 121 should never last more than 30 minutes, if it does then this could mean you are not communicating regularly enough during the rest of the month. Some leaders choose to complete the 121 without meeting but complete the 121 with feedback and then speak with their direct for 15-30 minutes to review.
The aim of the 121 is to continually focus on your performance, to ensure that you are documenting if you have completed what you set out to do for the previous month, and why you haven’t , if you haven’t, set goals to achieve for the coming month and celebrate what you have achieved.
Any unachieved actions should be justified and moved on to next months goals, this ensures they don’t get forgotten. If actions are continually not being achieved this would need to reviewed and may lead to performance management process. A 5 for performance would only be scored if the previous months actions had all been completed, and the person had displayed consistently strong performance.
Creating a user will automatically send an email inviting the user to join engage.
You can view the news list by clicking on the News box on the homepage.
While there is a bank of 58 keywords for you to choose from, we ask you to think carefully. Try and link them to language that you use in your company and its critical that you pick an equal number of Positive and Negative words or you will not get a balanced view of how people are feeling, which in turn will impact on the accuracy of the sentiment scoring.
We advise at most to change your word selections 4 times a year.