How To and Technical Support
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Hello teamI am trying to remove access user from company admin for an employee who left the company. I don’t know how to do this, even when I click on the name with pencil, there is not delete button availableCan you advise?Thanks in advance for the support, Virginie
What is the difference between the Roll-up Hierarchy and Directs file when downloading the manager report results in spreadsheet format? I am trying to understand what the main difference is between the data displayed in the Roll-up Hierarchy Report versus the Directs report when downloading files from the manager report.
Hi, In our company in June 2021 had an engagement survey. In January 2022 we had Pulse check (with some of questions, not all). Now we finished full engagement survey. Scores which I see compared to January (general scores) and In questions to January or June (depends on being of this question In January or not). We have some mess In data.Is it possible to settle the data of June 2021 to compare with data of June 2022? (Not including the data of January)
Hi,Greetings of the day.This is Nyalakanti Sravan Kumar ( 2099886 ), I’m already done with 2022 employee engagement survey on June-20-2022, and It’s till shown on my task everyday. and I have on shared my reference screenshot please verified.Thanks and Regards,Nyalakanti Sravan Kumar.
With the new focus area reports, does anyone have a workaround to track top focus areas leaders are choosing?
Recently the Focus Area reports updated and our company was previously using them to track the top focus areas our leaders were choosing so we could provide appropriate resources. Now when we export the Focus Area Usage report we can see how many they choose but not which ones, and with the All Action Items spreadsheet we get skewed numbers because it’ll show as multiple counts for each action item associated with the focus area (for example, if someone has 4 action items associated with 1 focus area, when we do a count function it’ll show up as 4). Has anyone found a way to still accurately track how many of each focus area is chosen?
How can we leverage performance reviews, talent management processes, or rewards to drive people manager accountability for engagement? Are there any companies doing it effectively?
We are in the process of reviewing our people engagement program. As part of the review, we want to consider and design the best ways to drive people manager accountability for engagement? Linking people engagement results to performance reviews, talent assessment, and/or rewards is one of the options we are considering. Keen to hear how other companies are doing it effectively or any other alternate strategies.
After launching a recent pulse survey, it was discovered that a handful of employees were not assigned the proper language code and therefore they received their pulses in our system default language “english”. Is there anyway to update the impacted employees language code and have the update reflect in their existing pulses? Has anyone else encountered this challenge? Thanks in advance!
Hi, whenever we have managers new to the role or leading a new team, is there any action that needs to be taken by the Admin with regards to their access ? i.e.for the newly hired manager :- does the access need to be set up in the platform (or does that happen automatically)- does this manager have access to his current team’s previous survey resultsand for the manager taking the lead for a new team:- is the tool automatically updating their access or does the Admin need to make the changes?- do they keep or lose the access to the results of their previous team(s)?Is there a document or other asset with further info on the above?Thank you!
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