This article is intended for managers.
- ⌨️ Your first time logging in
- 🏄 How to easily navigate on the platform as Manager
- 🤓 Review campaign process
- 🙋🏻♂️ Your role as Manager during a 360 Feedback campaign
- 🔎 Request training for your employees
- 🧭 Participate as a manager in a People Review
Dear Managers, welcome to Elevo!
Are you looking for a guide/manual/FAQ for Managers? You've come to the right place!
To assist you as an Employee, please browse the associated article: My first steps as an Employee.
⌨️ Your first time logging in
When invited to a campaign, you will receive an invitation email:
You can then set your password by clicking on "Complete my self-assessment".
💡 Note : If your profile uses SSO, a password is not required. You will be redirected to your usual company login.
🏄 How to easily navigate on the platform as Manager
Elevo has been designed for simple and intuitive navigation. If you have not already done so, we invite you to start by reading the article dedicated to the navigation as a manager.
🤓 Review campaign process
A review has 5 phases:
- Preparing a review,
- The Employee gives you access to his preparation,
- Face-to-face review,
- Your comments are shared after discussion with the Employee,
- The review is signed by both Employee and Manager (optional).
1 - Preparing a review 🗒
Employee and Manager can prepare the review on their own. The preparation remains private until it is shared.
💡 Note : Answers benefit from real-time backup (we recommand you to check your internet connection).
If the review concerns an assessment of objectives, the employee's current objectives will be displayed within the review (at the beginning). You can comment and update them. You can also define new objectives. Depending on what the HR team has set up, employees may or may not be able to create and modify goals.
If you need to define new objectives for the upcoming period during the review, you can do so in the corresponding section:
2 - Sharing your preparation 📲
As Manager, this step is important because it allows you to take the lead on your part. Basically, the employee must share his preparation to enable you to share yours.
It is also possible to click on Share at the top right of the review.
You can share preparations after the face-to-face review to complete your comments.
⚠️ Warning: Some questions or comments are mandatory and can block the sharing if they are not filled. A red border and the mention "Mandatory" appear to indicate which questions or comments are concerned.
3 - Face-to-face review 🤝
Elevo is not a substitute for face-to-face reviews.
The Employee and Manager preparations recorded in Elevo help to guide the discussion.
💡 Note : There is also a printing feature, should the discussion be performed without access to a computer.
4 - The Manager shares his finalized comments after discussions with the Employee 🖥
After the face-to-face, the review can be shared with the employee. Sharing locks the comments and enables the employee to access them.
If your employee forgets or does not complete the self-assessment, you can send him a reminder by email by clicking on My Reports > Name of employee > Name of campaign > More options > Remind reviewee to complete the review.
Or click on Reviews/360 Feedback > My team > Employee > 3 dots on the right > Remind reviewee to complete the review.
The manager can also cancel the sharing feature regarding the employee's assessment if the latter wishes to modify any content on his end.
To do so, click on My Reports > Name of employee > Name of campaign > More options > Re-open the self-assessment.
Or click on Reviews/360 Feedback > My team > Employee > 3 dots on the right > Re-open self-assessment.
5 - Signing the review ✒️
Your HR team decides whether to activate or not this option. It can include a "final comment" field.
⚠️ Warning: This field is case sensitive. It will be necessary to respect the spelling of your first and last name on Elevo.
If you wish to edit a comment before signing, you can re-open the manager's self-assessment via More Options > Re-open manager self-assessment.
🙋🏻♂️ Your role as Manager during a 360 Feedback campaign
💡 Note : 360 Feedback will only be available if your company has purchased this option.
A 360 Feedback campaign has 4 phases:
- Appointment of peers by the Employee (optional),
- Approval of peers by the Manager (optional),
- Response to the 360 Feedback survey,
- Analysis of aggregate results and restitution.
1. Appointment of peers 🙋🏻
Your employee suggests peers who will answer the survey. As manager, no action is required from you at this stage.
2. Approval of peers ✅
If the HR team has requested that the direct manager will act as campaign manager, you will be notified of your employee's choice of peers by email. You can add or remove peers via the My team tab in 360 Feedback. The list of peers can still be edited by the employee until you approve the list.
Once validated, peers will each receive an invitation email.
3. Response to the 360 Feedback survey 📝
If you are part of your employee's peer list, you can complete their feedback in 360 Feedback > Requests.
4. Analysis of aggregate results and restitution 📊
As manager, you have an aggregated overview of peer feedback which will remain private for the moment. To view feedback, click on 360 Feedback > My team > Name of 360 campaign > View. If the campaign has been filed, it remains accessible in My Reports by clicking on the employee's name and then on "Reviews".
You can add an optional comment to summarize the results in writing.
If desired, you can share the feedback at a later stage, after an oral presentation.
🔎 Request training for your employees
💡 Note : Training will only be available if your company has subscribed to this option.
As Manager, you can make training requests for direct employees.
Go to Training > Create request.
Then complete the various fields and submit the application to HR.
🧭 Participate as a manager in a People Review
💡 Note: The People Review product will only appear if your company has subscribed to this feature.
The People Review 2.0 by Elevo is an innovative tool that by relying on several dimensions such as performance or impact, allows you to build the company's HR strategy while reconciling it with the wishes of employees.
Your role as a manager is to bring information from the field, a key role. You will be guided by the history linked to the employee by finding within the evaluation the previous People Reviews, the past interviews, the feedbacks received or the training requests made.