Q: What is the purpose of this significant change to the team member interface?
A: When Teamatics was initially launched, it was very HR- and leadership-focused, with those users benefiting the most from the information captured via team member self-assessments, while the team members themselves did not directly receive value from the platform. Over time, we added capabilities that more directly benefited team members but did so within the framework of the administrator/manager interface. This was confusing and difficult to use so team members often couldn't access or clearly understand the insights and opportunities that Teamatics was trying to illuminate for them. This update will address this and deliver more value to team members, putting them further in charge of their development efforts, and will do so via a modern, intuitive interface.
Q: What is the timeline for the changes?
A: The new team member interface will be comprised of three components: 1) the self-assessment and profile, 2) the opportunity to explore fits with current and other jobs, and 3) the growth plan. Each of these will be released independently with the self-assessment coming in mid-February, the growth plan coming in early March, and the job fit exploration coming in mid-April. Corresponding changes to the administrator/manager interface came in late January and will continue to be released through this same timeframe.
Q: What is new?
A: The biggest difference is the look & feel of the team member experience and the consolidation of team member activities into three clear tab/pages.
Within the self-assessment, the updates are as follows:
- When assessing proficiency, team members will have five choices (e.g., N/A, Beginner, Intermediate, Advanced, Expert) to describe their proficiency level instead of the sliding 0-5-point scale (with half-point increments) that currently exists.
- Skills that are used to group other skills no longer need to be included in the assessment. For example, if Spanish, Mandarin, German and French are individual skills that are grouped in Languages, team members no longer need to assess themselves for Languages overall. This is optional so, for example, Management as a group of skills can be assessed as well as the component skills that define it for your organization.
- Related to the previous, the team member assessment of a "group-level" skill (e.g., Languages) will not automatically default the proficiencies of the component skills (e.g., Spanish, Mandarin, etc.) to the same proficiency as the "group-level" skill.
- Team members can provide an optional description of their experience/proficiency level for a skill, which can then be shared with other users when the team member is listed as a resource.
- In addition to marking skills as ones they wish to develop or are passionate about, team members can now mark skills that they dislike using or for which they are interested in being mentors to others.
- Team members can choose whether their skill and certification details are shared with other team members, with administrators and their manager(s), with only administrators, or with nobody.
- Team members will be able to solicit feedback on any skill or set of skills from other team members and also from individuals outside the organization. This feedback can help them more accurately set their proficiency level and inform their development goals. (Note: This capability will not be available in the initial mid-February release of the self-assessment but will come later.)
The illustration of fit with current job will more clearly show how the team members strengths, interests, passions, dislikes, etc. align with the requirements of their job. We will also introduce and show certification requirements for jobs as well as more clearly display job descriptions.
Exploring jobs will be made easier by the Teamatics recommendations of potential jobs based upon career paths and job fit. Like with their current job, team members will be able to clearly see how they align to the requirements of a job, see the job description, and see other team members that are currently in the job. They can also mark jobs as ones they are interested in.
The growth plan will provide recommendations for areas of development based upon the team member's interests (skills and certifications marked in the self-assessment as ones to desired to develop/obtain), the current job fit, and the fit with jobs of interest. As they focus on specific skills or certifications with development goals, the platform will show resources to help them achieve these goals -- a combination of other team members (mentors for the skill/certification, other team members with the same goal, other team members with expertise) and pre-defined resources such as courses, videos, articles, books, etc.
Q: How will team members benefit from these changes?
A: Our goal is for team members to benefit significantly by giving them a tool to help them grow in a manner that will make them more successful in their current roles and help them be better set up to advance in the organization in a way that best fits their strengths, interests and passions. To deliver on this goal, team members need a tool that they can intuitively use and that they wish to return to over time as they improve their skills, gain certifications, achieve goals, and set new goals. This is what we are aiming to accomplish with these changes.
Q: Will the administrator/manager interface change as well?
A: There are no significant changes planned to the administrator/manager interface as it relates to the changes to the team member interface. There have already been a number of minor changes released and more will be coming but the administrator/manager interface will look and function largely the same.
Q: What will happen with previously completed team member self-assessments?
A: All team member assessments that have been completed previously will remain in place and be immediately available when team members access the new interface. The only change is that previous proficiencies (on the 0-5 sliding scale) will be updated to reflect the new proficiency descriptions (e.g., N/A, Beginner, Intermediate, Advanced, Expert).
Q: What will happen with previously completed manager assessments?
A: All manager assessments that have been completed previously will also remain in place. The administrator/manager interface will continue to use the previous sliding 0-5 scale for a short period of time until it gets updated to move to the new proficiency descriptions. With the new team member interface, manager assessments will not automatically be incorporated into the proficiency scoring but instead will be delivered as feedback to influence the team member's self-assessment. Previously, the lower of the team member assessment and the manager assessment was used as the proficiency score. With the late-January updates to the administrator/manager interface, the scoring was updated so only the team member assessment is used. The difference between the team member assessment and manager assessment is still highlighted in the administrator/manager interface when viewing a team member's skill profile.
Q: How do the new sharing settings work?
A: In the new team member interface, the self-assessment, exploring jobs, and growth plan pages will have independent options as it relates to sharing. In general, team members will be able to choose whether their information is shared with other team members, with administrators and their manager(s), with only administrators, or with nobody. The specific options and implications for each page is as follows:
- Complete Self-Assessment: This page will have all four sharing options (other team members, only administrators/managers, only administrators, nobody). When sharing with other team members, the individual can be displayed as a resource for the skill or certification on the informational pop-up for any skill/certification and on the Create My Growth Plan page for other team members that have a goal related to the skill/certification. When shown as a resource, others can see the individual's current job, their level of proficiency, whether they wish to mentor others, whether they have a goal related to the skill or certification (based upon their sharing of goals in the Create My Growth Plan page), the description of their proficiency, and their email address. When sharing with administrators and/or managers, it will control whether details related to skill proficiency and possession of certifications will be shown, and for whom, in the administrator/manager interface.
- Explore Jobs: This page will have three sharing options (only administrators/managers, only administrators, nobody) which will reflect with whom interest in a job will be shared in the administrator/manager interface.
- Create My Growth Plan: This page will have all four sharing options (other team members, only administrators/managers, only administrators, nobody). When sharing with other team members, the individual can be displayed as a resource that has a goal related to the skill or certification on informational pop-ups and on the Create My Growth Plan page as described above.
Q: Can team members be "forced" to share their self-assessment details? Without it, administrators and managers have no visibility into the team member's strengths, interests, passions, gaps, job fit, etc.
A. A core tenet of Teamatics being a team member-centric platform is that each individual should feel safe in completing their self-assessment of strengths, weaknesses, areas of interests, things they are passionate about, things they dislike, etc. They will benefit the most if they are honest about who they are, where they are at, and where they wish to go. If they want to benefit from Teamatics independently and without transparency, we believe that is their prerogative.
Some administrators have expressed a concern about team members widely not sharing their self-assessments. It will be clear in the administrator/manager interface which team members have chosen not to share. This provides an opportunity for the manager or administrator to have a conversation related to the circumstances around the team member not sharing and address any underlying concerns.
Q: Why are you asking whether a team member dislikes using a particular skill?
A: We've had a number of requests to add an option for a team member to mark that they dislike using a skill. This often came from team members that have expertise in an area so get called upon to work using the skill, but actually really dislike the type of work. By adding the ability to mark a skill as one they dislike, team members can inform others about this preference as well as get a more accurate view of their fit with job options.
Q: Will team members still be able to complete their initial survey without logging in?
A: Prior to this update, team members completed their self-assessments and maintained their profiles in different ways:
- The Teamatics assessment notification emails sent a unique link to team members that they could use to assess previously unassessed skills without having to log into Teamatics.
- When the team members wanted to update a previously assessed skill, see their job fit, set development goals, etc., they would need to log into Teamatics, using either 1) their own email address and password, 2) single sign-on (SSO) from BambooHR, or 3) SSO from Okta.
Q: How will viewing job fits work if we haven't defined skill proficiency requirements for some or all of our jobs?
A: The options for team members to view the fit with their current job and to explore other jobs will only appear 1) when skill proficiency requirements have been defined for jobs and 2) for Teamatics customers subscribing to our Advanced package.
Our Basic package will not include job fits so will provide an identical set of skills and certifications for assessment organization-wide (i.e., the self-assessment will not be specific to a team member, their job, and their team) and then the opportunity for team members to create growth plans, set goals, connect with others, etc. using only their personal development wishes and not incorporating gaps related to their current job and/or any other jobs they are interested in. This will give a way for organizations to get started with Teamatics and deliver value to their team members before investing in defining skill proficiency requirements for every job.
Q: How will career paths be displayed?
A: Career paths that are set up in the administrator/manager interface will not be directly displayed to team members but instead will be incorporated into the recommendations of jobs for the team member to explore. So if a job is part of a career path that the team member is on, it will be displayed on the exploring jobs page along with other jobs that are good potential fits based upon the team member’s profile.
Career paths and team member progression along career paths will be displayed unchanged in the administrator/manager interface.