From account activation through to creating your first objective inside 7Geese, this guide covers product how-to's on getting started and goal-setting / coaching best practices.
You will receive an email that prompts you to activate your 7Geese account. Simply follow through with the call-to-action to get your name, role, and password setup.
Building your profile
I'm logged in, now what? This common question depends primarily on your team's rollout of 7Geese, but here are a few suggestions on what to prepare regardless of how your team is using 7Geese to start:
- First, verify and set your account settings (Adding a manager, checking their e-mail preferences, adding an about/job description)
7Geese Home provides a snapshot of things that need your attention in 7Geese. You’ll get reminders of action items based on your objectives, recognitions, 1-on-1s, and feedback.
What you’ll see on 7Geese home:
Get a quick summary so that you can keep on top of your progress towards completing a successful quarter.
You will also get a quick summary of things that need your attention: objectives that need a check-in, upcoming 1-on-1s, Feedback requests and recent Recognitions.
You will also be able to take action on the items that need your attention right from the Home page. If an action isn’t required, you can easily dismiss each card so they will no longer appear on your Home page.
And you’re all done!
Various filters will help you customize your objective feed.
- You can view all open objectives or only those due in the quarter
- You can create a new objective at each level (if your network has these permissions open) or at those that you are managing, such as at a departmental level
- Under My Objectives you can also choose to duplicate list the departmental objectives you specifically are responsible for if you want to know which of those listed in department objectives you own.
Making OKRs GREAT
Creating OKRs is one step in the entire cycle of priority and goal planning within an organization. The video below focuses on 5 main aspects of what makes an OKR great:
- What goes into a great starting criteria to create a single OKR
- An understanding of what a great OKR is not as it’s important to understand what not to do, to make sure you’re not going into something blind.
- How great OKRs come from the right metrics or key performance indicators that match your culture.
- How you can ensure you’re translating tasks into results and planning out supporting projects properly.
- And how to get an idea of how you plan to assess progress once it’s all over.
Objectives Overview Page
The Objectives Overview page is dashboard-view that provides an easy way to view and act on your objectives and provides a way to see how your teammates, departments and the organization as a whole are progressing with their objectives. To view the Objectives Page, click on "Objectives" in the top navigation bar.
- Use the quick links at the top of the page to navigate to other objectives related areas in 7Geese: Quick Check-in, Objective Explorer, Bulk Create, Alignment
Context Drop Down
- Use the drop down menu to view the objective page in another context such as focusing on the organization or a department
- For individuals
- In the objectives section you’ll see a summary of all your objectives for the current quarter. You can easily see your overall progress as well as the overall status of your objectives.
- All your owned objectives are listed here as cards. Click on the objective to see more information:
- Aligned parent and child objectives
- Last check-in
- Key results and their progress
- Click on the objective title to go to the objective detail page
- Like the objectives page for individuals, you’ll see a summary of all the organizational objectives for the current quarter.
- The department view in the objectives page will show a summary of all the department’s objectives.
Legend for objective status dots
- The people table shows you the people most relevant to you in 7Geese:
- Your manager
- Your manager’s reports
- Your reports
- Clicking on the person’s name will bring you to their profile page.
- Click “My reports only” to see only team members who report to you
- Under the People Table, all the departments within the organization are shown with a summary of their objectives.
- Clicking on the department’s name will change the focus of the objectives page in context of that department.
- Under the People Table, the sub-departments within the department will be shown as well as all members of that department.
The summary cards give you a list of relevant objectives grouped together based on common features.
Cards you will see:
- Departments that you are in
- Note: If you see too few (or too many) departments, you may want to edit the departments that you’re a part of. You may have to speak to your manager or network admin to make the changes.
- Objectives you’re participating in as a stakeholder
- Objectives you’re participating in as a follower
- Following objectives is a great way to view objectives that you are interested in. To add objectives to this card, go to an objective detail page and add yourself as a “follower” to that objective.
- In the quick summary cards, you’ll see all the department objectives listed in a card for each department.
- The quick summary cards will show the sub-department objectives and cards for each individual in the marketing department.
Not seeing all the objectives? Hover your mouse over the objectives and scroll up with your mouse or trackpad to see additional objectives.
Recognize a teammate
A great place to start embedding 7Geese into your day-to-day is by recognizing a teammate!
Why recognition? This helps you not only get acquainted with the 7Geese functionality, but more importantly, sync directly to what your team values. Reflecting on how you and your teammates are upholding organizational values keeps you engaged with the business vision and in the heat of what matters.
Looking for more info on engaging with core values? Read our core values 101 guide here!
Tips for giving meaningful recognition
Effectively giving appreciation means keeping recognition pointed, personalized, and timely. Skip generic thank you's and be sure to direct your praise directly to the specific values-based action that was taken. Use the recognition receivers name!
It's also important to think to how they like to be appreciated. Pat on the back, ring of the gong, applause in the middle of the room? Or perhaps a quiet online, recognition. It's all about the receiver, so be sure to personalize your appreciation as much as possible.
Here's a few more tips!
- Specifically mention what was done. How does this action exhibit the behaviors that are important to the values your team upholds? Just saying "you rock" is not sufficient. Why do they rock?!
- Explain how their actions or behaviours made you feel and how it affected you in a positive way. Did it impact others? Talking about impact displays how they're taking steps to engage and collaborate with others, uphold leadership qualities of making team success a priority, and shows others what they too should be expected to uphold.
- Point out how what they did added value to you, the team, or the organization. Or all of the above!
- Select the correct recognition badge that represents the value that was demonstrated in what they did. Don't just pick any random one.
- Make sure you recognize the person as soon they deserve it. Timely recognition is more effective since it's top of mind, drawing attention to the moment something appreciated happened.
Remember, everyone owns organizational culture. You're responsible not just for living it, but helping others shine within it.
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