Covering each of the 5 features in 7Geese (Cycles, Feedback, 1-on-1s, Objectives, and Recognition), this guide will highlight the main features available for teams and the philosophy/culture behind each main feature.

Watch the full 5-feature overview video or scroll through to learn more about each section individually.

 

Cycles

7Geese cycles helps you customize and strategize personal performance plans based on individual, department, or organizational wide management processes. Customized cycles keep all teams on track with performance plans and keep a continuous record of past coaching conversations, objectives progress, and their recognitions in one centralized location.

Cycles are a dynamic, living story of an employee’s progress towards completing a successful quarter. They create a real-time performance report that summarizes progress to date in relation to what minimum requirements each team member should be completing, including:

  1. Objectives progress and completion
  2. Recognitions received and given
  3. Number and type of 1-on-1s completed
  4. Feedback given and received

Past Cycles are saved and are a great way to reflect on employee performance.

Understanding your cycle

  • Objectives: Objectives due within the cycle’s date range will show here. If you have not yet created the expected number of objectives outlined by your team lead a green bar will be displayed indicating an outstanding expectation.

  • Recognition: All the recognition you’ve received and given within the Cycle’s date range will show here. Organizational core value badges are displayed with the number of each that you've received.

  • 1-on-1s: All completed 1-on-1s completed with your manager appear here.  Some Cycles may require that 1-on-1s use a specific template, for example in this screenshot a user must complete both a Coaching 1-on-1 and a Monthly Quick Checkin.

  • Feedback: Feedback gathered in the given cycle shows in this section. If you have outstanding feedback requests from your peers that you haven’t responded to yet they will also show here.

Weighted objectives within Cycles

Within a given cycle you can give your objectives a different weight to reflect the relative impact they have on your overall progress. This will make your resulting overall progress percentage more reflective of the priorities that you’ve set.

As a manager, you might want your team to specify weights of their objectives, to understand who is focusing on their most valuable objectives and offer coaching for maximum results.

Objectives weighting is different from key results weighting

Weighting objectives only impacts your individual cycle progress and does not impact the same objective for others, such as other owners.

Weighting key results does impact the objective for other users and any parent objectives. Learn more about weighting key results.

How to weigh objectives within Cycles

Weighting of objectives is done on your Cycles page. To get started, navigate to the objectives section of Cycles.

If Objectives does not appear on your cycle, contact your 7Geese admin so they can adjust this setting. If you’re an admin and need help please contact support through the in-app chat function or support@7geese.com.

Click on Adjust Weighting, next to New Objective.

All objectives you own will be listed. Change the weight of each objective to indicate which ones are more important relative to others. Give an objective a weight of 0 if you want it to have no effect on overall cycle progress.

 

How weights work

Weights can have a value from 0-10. Objectives have a default weight of 10, so if you don’t change the weight of your objectives, they will all be set to 10. Hover over the weight to see its number. Based on these weights, the effect will be a percentage representing the impact of each objective. 

Weights are relative: when adjusting the weighting of an objective, you can reduce the weight of a particular objective to indicate that it is not as valuable in comparison to other objectives. So for example if all your objectives have a weight of 5, they all impact your overall progress equally. If you create a new objective, it will be worth twice as much as the other objectives, since the default weight would be set to 10.

After objectives are weighted

After weighting, the overall progress percentage will be calculated using the assigned weights. Now with weightings, this percentage more accurately reflects progress along with the importance of that progress.

A weighted icon will indicate that weightings have been set. Click Adjust Weighting to change the relative weights of objectives at any time.

 

FAQ

Who can weight objectives?

If you are a team member you can weight objectives you own. As a manager you can weight objectives for your direct reports, and as an admin you can weight objectives for everyone.

How does weighting work when there are multiple owners of an objective?

Each owner can set their own weight for the same objective. Because objective weighting is only reflected in each person's cycle progress, setting the weight of a shared objective will not impact the other owner.

Will this affect the weighting of key results?

Weighting of objectives will not affect the weighting of key results.

Where can I go to weight key results?

Learn more about weighting your key results.

How can I see the weighted objectives of my direct reports?

As a manager you can see the weighted objectives of your direct reports by changing the person in Cycles from yourself to the person you’d like to see. Admins can do this for any person. Additionally, this information is available by clicking View Cycle from a person’s profile page.

Will reports show weighted objectives?

Currently 7Geese reports do not display weighted objectives progress. If this is important to you, please contact support through the in-app chat function or support@7geese.com.

I can’t find Cycles. Where is it?

If Cycles does not appear in the top navigation, click on the “...” to reveal additional features such as Cycles.

My Cycle doesn’t have an Objectives section, how do I weight my objectives?

If Objectives does not appear on your Cycle it may mean that the Objectives setting for that cycle is set to 0. Admins can change this setting for global cycle templates. If you need help please contact support through the in-app chat function or support@7geese.com.

Functionality for managers 

Reporting: As a manager, you can gain immediate insights on your direct reports’ progress and how they’re doing in their cycle. Directly from the bottom of your own cycle, see how everyone is doing on what’s expected of them.

Customized templates: Team member expectations can change depending on whether they’re a new hire, a senior lead within the department, or even as projects come and go. As a manager, you can customize cycle templates or assign various global templates depending on the needs of each team member, or sub-department that you manage.

Change the cadence of the cycle, add or remove expectations based on each 7Geese core feature, and assign the new template on an as needed, or team-global level.

Access Settings by click the “Settings” button on the top right of the Cycles screen.

Functionality for administrators

As an administrator of 7Geese, or the organizational wide performance management process, you can set global expectations using the same template structure, making templates accessible for all managers to use.

To manage the assignment of cycles, you can choose what gets automatically assigned by default platform wide. You can search through anyone’s cycle and manage engagement with expectations using the reporting centre metrics.

The Objective Explorer

This walkthrough goes through:

  1. Interpreting and using the 7Geese objective explorer and how it can help your team visualize how objectives cascade throughout an organization to gain transparent analysis of top to bottom objective status.’ 
  2. Adding new objectives and understanding OKR terminology.

The Objective Explorer is an excellent way to visualize how objectives cascade throughout an organization. Company leaders can gain insight into how well employees are aligned with company objectives, and employees can gain transparency on how their personal career development is impacting the well-being of the organization.

Customized reports provide valuable insight and overview on company growth, such as which objectives across the company are off-track or past-due, or those that have been completed in advance and could be stretched to higher expectations.

 

To get started, browse through the various filters on the left-hand side. Watch your live data results appear on the right. As your results load, you may see a drop down icon beside an objective. Click on the arrow to show child objectives that are aligned with it. With the Objective Explorer filters, it is easy to gain insight into cycled organizational health. Using different filter combinations creates visibility of alignment from top to bottom, creating personalized reports that help with visibility of time-sensitive results. To gain a snapshot of all aligned objectives, let’s begin to set the filters.

When a filter becomes active, the field will highlight in blue. This acts as a quick visual guide reminder of which parameters are informing your results.

Some objectives may have aligned child objectives. To view all aligned objectives, expand all cascaded departmental and personal objectives by clicking the ‘expand all’ button above the results. 

Take a look through the results, or even add more filters such as objective status or if an objective is overdue. When satisfied, share your new report with coworkers by copy/pasting the URL - all the filters are defined in the URL, so they will automatically be saved. If you want to do further analysis, you can export this report to .CSV.

If you’d like to save your search parameters for later use, you can also add a bookmark. Select the Bookmarks dropdown and click 'Save current filters as bookmark…’, name your filter, and save for next time.

Grow your OKRs as you and your team grow, helping everyone move forward faster, better, and most importantly, together. This walkthrough explains how to start implementation of OKRs using 7Geese.

Important reminders:

  1. 3-5 objectives is the ideal number to strive for per quarter. Any more and your attention will get stretched too thin.
  2. Make your objectives aspirational to challenge your potential.
  3. Key results associated with each objective should be metric-driven to ensure you can measure success regularly throughout the quarter.
  4. Don't forget to align your new objectives to department or organization objectives!

For more information about OKRs and getting started, visit our OKRs walkthrough.

Creating OKRs in-app

Create new objectives from the home page of 7Geese or from the Objective Explorer. 

From the objective creation dialog you can perform the following actions:

    • Setting an objective name: Name your objectives to reference the purpose and achievements your efforts are working to achieve.
    • Define Key Results: Here, define the metrics, success indicators, or milestones that will determine objective achievement. Good key results are call-to-action items that link to a plan or target and inform guide success predictions. You can also customize how you'd like to track each key result by selecting the target 100% option. 

    • Set the objective type: The auto-default for new objectives is personal objective, unless you select new objective on the home page from the department/organization section (limited permissions).
    • Define participants: You are auto-assigned as the owner to the objective. 
    • Set the objective privacy: Objectives are set to public by default. 
    • Define a due date: By default the due date will match the end of your cycle (CPM tier), or the end of the quarter (OKR tier).
    • Add parent/child objectives: Align your objective when you create it. 
    • Add a custom check-in reminder e-mail: By default this is set to off. You can customize the day of the week to receive an e-mail reminder to check-in. This helps to build habits around continuously tracking progress.
    • Labels: Categorize your objective for ease of filtering when running reports by adding labels such as draft (when planning). Learn more...

To learn more about objective types, privacy, participant permissions, and more click here...

The Recognition Center

The Recognition Center is where you can discover and promote, in real-time, the core values of your organization that are practiced through day-to-day actions by team members. This walkthrough will provide a high-level overview of the recognition center. 

Viewing recognitions

Use the Recognition Center's filtering to explore and discover recognitions  that have been given for different departments or individuals.

  • Filter by people: click the People filter dropdown and type the name of the person or department you want to see.
  • Filter by time: click the time filter and make a selection from the dropdown, or enter a custom date range.
  • Filter by core value: simply click on the value in the list below the filters to show only recognitions for that value.

When you filter recognition by person and/or time, the list of values will update to reflect the search results, with the most popularly-used values appearing top-to-bottom

Only administrators can manage core value badges. To learn more visit our tutorial here.

Feedback

Feedback provides a simple, real time, private platform to help employees gather feedback from peers. Use the feedback feature to collect feedback in either a private conversation, or in an open group discussion.

This walkthrough will guide you through creating feedback requests, giving unsolicited feedback, and the privacy model around sharing feedback with your manager.

On the Feedback page, click the green "Gather Feedback" button on the top right

  1. Fill out the Gather Feedback form:
    • Template: If you have a template you want to use, select it from the list. This will auto-fill the question fields that you are asking for.
    • Ask your questions: Type one or more questions into the "__" fields.
    • Additional details: Add any helpful links, resources, or background information to help give people context for your questions.
    • Discussion type
      • Private: feedback responses will only be visible between you and the feedback provider, 1-on-1.
      • Open: feedback responses will be visible to all the different feedback providers.
    • Providers: Select people that you want to request feedback from.
  2. Click Send Feedback Request. Providers will be notified and you will receive a notification whenever somebody responds.

Giving Feedback

To respond to a feedback request:

  1. Click on the link you received in the email, or find the item in your "Outgoing" feedback history.
  2. Enter your response in the blue Your Response field. Each question has its own field. You must respond to at least one question asked.
  3. When you're done, click Give Feedback. Your response will be visible to the reqestor immediately and they will be notified via email.

To give feedback directly to somebody (unsolicited):

  1. On the Feedback page, click the green Give Feedback to... button on the top right
  2. Fill out the Give Feedback form
    • Recipient: Choose who you'd like to send feedback to
    • Subject: What is the topic of this feedback?
    • Feedback Message: Add your feedback
  3. Click Send Feedback. The recipient will get an email notification and have immediate access to your feedback.

Feedback Templates

Feedback templates were created to speed up and ease the feedback process by saving sets of common questions or topics.

Templates can be either global (managed by a 7Geese administrator and available for all users to use) or custom (created and managed by each user).

7Geese comes with two global templates by default:

  • Quick Peer Check-in
  • Performance Check-in

Templates created by users are only visible to the person that created it.

Administrators can manage global platform-wide feedback templates by following Organization Settings > Feedback.

Sharing Feedback

Any feedback that you own (either you requested it or it was given directly to you) can be shared with your manager.

To share a feedback item with your manager:

  1. Open the feedback that you'd like to share
  2. In the Actions dropdown, select Share with manager. To unshare, repeat this step and select Unshare with manager.
  3. That's it! Your feedback item will show in your manager's "Shared with me" list.

1-on-1s

7Geese provides you with all the necessary information to be up to date with your employees' achievements, recognitions and any action plans discussed in previous sessions. Team members will feel confident that you know what they have contributed to the success of the organization, creating a positive relationship between you and them. 

The 1-on-1 feature was created to facilitate and track coaching sessions between managers, mentors, and reports. Access 1-on-1s from the top navigation by clicking "1-on-1s".

Storage of previous sessions - 7Geese allows you to store all the 1-on-1s you had with each individual employee. This gives you easy access to what you have previously discussed with them in other sessions. Managers can go through the history before starting the 1-on-1 to be up-to-date with what they last talked about with the employees. A new manager can access previous 1-on-1 with the direct reports so as to understand what has been discussed with the old manager and if there is any action plan to follow up with.


Recent achievements - 7Geese gives you a quick update on what the individual user has achieved in the past month as well as the recognitions and feedback they have received from their coworkers. This information allows you to have a better understanding of what the employee has done and what objectives s/he has achieved. As a manager, you have a clear summary of what the report has done  .


Employee driven one-on-ones - Your reports can prep for a 1:1 beforehand so that s/he can answer each of the question and create an agenda of the items they want to discuss with their managers. This functionality allows reports to have a voice in their sessions and also allow managers to see both perspectives to each conversation. 

Starting a 1-on-1

  1. On the 1-on-1s page, find the green "New 1-on-1" area
  2. Choose the participants of the 1-on-1. 
    • If you are the team member, you will be able to add your own notes in "Prep Mode".
    • If you are the facilitator, you will begin the 1-on-1 immediately.
  3. Choose your desired 1-on-1 template.
  4. Click the green "Start new 1-on-1" button to begin.

Completing a 1-on-1

If you're the report:

If you have started a 1-on-1 with your manager, you will be in Prep Mode.

In Prep Mode, you can prepare in advance of your 1-on-1 with your manager by adding your notes and talking points to each question.

When a 1-on-1 is prepped, it becomes available to the manager in their Draft 1-on-1s list.

Your notes will be shared with your manager and available during your 1-on-1.

1-on-1s remain in Prep Mode until they are finalized by the manager.


If you're the manager:

  1. Log notes from your conversation using the Discussion Notes form on the right-hand side of the screen. You can review the notes from the previous 1-on-1 by clicking 'View previous notes' under any question.
  2. Tip: Use the Objectives and Recognition tabs on the left as a quick reference to recent activity.
  3. As you add notes, your input will auto-save:
  4. If you'd like to save your progress and finish later, click the Save and Notify [other party] button. The 1-on-1 will be saved in your Drafts list.
  5. When you're done, click the green Finalize button. Finalized 1-on-1s content can't be edited.

Attachments

  • Upload and attach documents, pictures, or any other related content to any 1-on-1.
  • Attachments can be added or removed even after a 1-on-1 is finalized.
  • Attachments can be deleted by their uploader, the manager, or an administrator.

Viewing completed 1-on-1s

If you're not a manager, skip directly to step 2.

  1. At the top of the 1-on-1 History section, select the person whose history you want to see:
  2. Select the 1-on-1 session you wish to review from the list on the left of the page. A Blue 1-on-1 icon means that the selected person is the report; a grey 1-on-1 icon means that the selected person is the manager.

Follow-up

Optionally, you can add comments to a 1-on-1 session by scrolling to the bottom and using the "Add a comment" form.

Who can see my 1-on-1 history?

  • As an employee, you have access to all of your previous 1-on-1s.
  • As a manager, you also have access to the complete 1-on-1 history of everybody in your reporting tree.
  • Administrators have access to all 1-on-1 sessions.

Create 1-on-1 templates

1-on-1 Templates offer great flexibility for managers to create tailored 1-on-1s for their specific teams.

Templates can be:

  • Global Templates are available to everybody in the organization. Only administrators can create and manage global templates.
  • Manager Templates are created by managers. They can be used when running 1-on-1s with their reports, but are not shared with everybody.

Note: only managers have the ability to create 1-on-1 templates for "my templates." These templates are only viewable by that managers direct reports and cannot be converted globally.

  1. On the top right of the 1-on-1 Templates box, click the [Create New Template] button.
  2. Give your template a name and add the first question/topic below.
  3. Use the [Add Question] button to add as many questions/topics as necessary.
  4. When you're finished, click the [Save Template] button.
  5. Your new template is now available to be used when running 1-on-1s with your reports!

User Management Tools

This walkthrough will take you through our enhanced user management section. As an administrator, you now have the option to make bulk changes to reporting managers, departments, employee IDs, and other small changes that will save you time as you manage your network.

Team members can come here, or visit the ORG chart to see who is in what team, how their departments fit within the grand scheme of the organization, or, as use this page as quick reference for contact information. 

There are various filters that have been added, including:

  • Editing reporting managers
  • Creating and assigned sub-departments and departments
  • Adding users one-by-one, or en-bulk
  • Making someone a platform administrator
  • Deactivation and reactivation of accounts
  • Add employee IDs
  • Edit phone numbers, titles, or reporting managers

Please contact support@7geese.com for further questions or if you believe something is missing, misrepresented, or outdated. 

Powered by Zendesk