Great tool for HR teams to track workers performance
Use Cases and Deployment Scope
We use this platform to give feedback to our managers, it's allowing to track what are our current progress in some tasks depending on the period of time you are reporting. For instance, we have a weekly scope and are 4 tasks in progress may be completed in the upcoming days, so in 15Five we push the latest updates around the current status of each one. The weekly report also includes other useful metrics like level of happiness or level of difficulty trying to solve the pending tasks.
Each report includes the expectation about the task completion and what of the current work will remain open until next report, you can add new task for the following weeks/reports.
Pros
- The track of worker metrics like level of satisfaction with their job.
- Bring a easy way to put a list of highlights occurring in the current week
- Based on the reports, a manager can have a visual track around the worker performance and take decisions in consequence.
Cons
- Each task can be attached to an alarm, if you doesn't complete it after some weeks or let it opened then the system should remind you about the issue.
- Can add more fields to track other metrics like hours expended, level of difficulty by task or the capability to add subtasks if the current one cannot be closed due news founds.
- In general the worker cannot access to their proper metrics, might be useful if not only the manager can get the historical performance
Likelihood to Recommend
Is good just to have a general level of worker satisfaction but is not intender to be used like project management tool. <div>Is true that you can track if some task are being completed or not, but it doesn't include other needed fields per task like story points, documentation, epics related or dependencies from other projects/tasks.</div><div>So results useful for HR teams who wants to follow how their workers are in a particular project and take actions around their psychological matter or performance</div>
