We strongly recommend you log into Yoi at least once a week to take advantage of the visibility and insight the platform provides regarding your new hire's first year experience. Areas to check-out include the following:
Your Manager's Dashboard:
The News timeline aggregates and provides immediate visibility on important activities, events and outcomes from your team's efforts surrounding your hires' first year experience. You can immediately respond to these insights or simply dismiss them and handle in your next 1-1.
The Recent feedback section surfaces how your team feels about the current developmental state of your new hires' across several categories of development. You can immediately respond to these insights as well, with recommended support activities to keep your hires' progress on track.
At any point, click on the New Hire's name to view all the insights and activities executed by and on behalf of the new hire.
List of My Hires:
The My Hires page shows you a list of all your hires' going through their first year experience. You can instantly view hires' that need more of your attention, how far all of them are along their journey and gain detail on where they need the most support. Click on the hire's name to dig deeper.
New Hire Specific Activity:
This page provides deeper insight specifically into your new hire's activity during their first year experience. The workflow progress bar shows you exactly how far along they are in their current workflow/template. What percentage of scheduled activities have they completed, are in-progress, overdue etc. Recent feedback by category is displayed with the ability to respond in-line.
New Hire Feedback by Development Category:
HR has identified a number of development categories that have been pre-loaded into the platform. During the first year experience, your hire and the team supporting the hire will be asked a series of scheduled and triggered Check-in questions to transparently gain insight into how your hire is progressing within these categories over time. You can view this progress here and identify several key insights.
- Which categories of development are they strong in and which one's require more support. You can immediately assign pre-configured support in any of the categories to ramp them up faster.
- Expand the view of each category and identify categories where there are discrepancies in perception of development. Perhaps the Buddy sees the hire's progress differently than the hire does. Use this information within your next 1-1 within a conversation to refine expectations.
- Get even further details through comments left by your team in response to Check-in questions. Use these comments to probe deeper and refine talking points used in your next 1-1 with the hire. Don't forget to give kudos for strong development and comments. Your hire will appreciate the encouragement!
- We recommend you wait until a minimum of 3 data points are collected under a category before drawing any conclusions. Remember there are several data points to come so performance is fluid and will change over time. Having said that, timely coaching and feedback are critical to ensure expectations are met.
New Hire's Activity Calendar:
Are you interesting in knowing exactly what your hire is working on, has completed, is behind on and will be assigned in the future? Want to make changes to the workflow to dial it in specifically for this hire and their needs? This is where you can do that. Use the date range filters to travel back and forth in time, filter by who is assigned the activity, by the status of the activity, by the type of activity and others.
You can add new activities, reassign existing activities and edit / delete activities in the workflow. You have control!