The My impact as a manager report gives you one score, from 0 to 100, on how you show up as a manager for your direct reports. It combines what you do (Practice) with how your team responds (Outcome). It refreshes on the 1st of each month with data from the month before.
Note: The My impact as a manager report is for managers with at least one direct report. Managers see their own report. Executives can see the reports of every manager in their organization from Analytics.
Find your My impact as a manager report
You can open your My impact as a manager report from the banner on your Home page when a new report is ready. It's also in the Progression tab of Me.
The report is labeled BETA. Workleap is still refining how the management score is calculated, so your score and the scores behind it may change.
Your management score
Your management score appears under My latest management score, at the top of your report. It's a number from 0 to 100 that blends your two pillars: Practice counts for 60% and Outcome for 40%.
The report shows the period it covers, for example Report period: Aug 1 – Aug 31. A new management score is generated on the 1st of each month. It doesn't change during the month, and the report doesn't show past months yet.
Every score in the My impact as a manager report is rated Great or Needs work:
My review score and Overall review score: Great at 60% or more of the review scale, for example 3 out of 5. Needs work below that.
All other scores: Great at 70% or more of their scale. Needs work below that.
Practice scores: what you control
The Practice pillar of your My impact as a manager report measures habits you control directly with your direct reports. It's made of 5 scores:
Reply rate to feedback: the share of feedback from your direct reports that you replied to yourself, over the last month. A reply counts whenever you send it, so catching up raises your score.
Response time to feedback: how quickly you replied to the feedback you answered, over the last month. Replies within 7 days earn full credit, replies within 8 to 30 days earn partial credit, and later replies earn very little. The number shown is a score, not a number of days. Feedback you never replied to is left out here because it already counts in your reply rate.
Recognition given: the share of your direct reports you recognized at least once with Good Vibes over the last month. Public and private Good Vibes both count. Recognizing the same person several times still counts once.
Review submission rate: how many of the reviews you owe your direct reports you completed and submitted on time, over the last 12 months.
Goal-update frequency: how up to date your goals and your direct reports' goals are, over the last month. New goals that haven't had time for an update don't lower your score.
Outcome scores: how your team responds
The Outcome pillar of your My impact as a manager report measures results you influence through your team. It's made of 5 scores:
Relationship with manager: how your direct reports rate trust, communication, and collaboration with you in Pulse, over the last 90 days. It's shown on Pulse's 0 to 10 scale.
Pulse eNPS: your direct reports' employee Net Promoter Score (eNPS) from Pulse, over the last 111 days. It's shown from −100 to +100.
My review score: your most recent score as a reviewee, given by your own manager, from review cycles in the last 12 months. It's shown on the review cycle's scale, for example out of 5.
Overall review score: the average review score of your direct reports, from review cycles in the last 12 months. It's shown on the review cycle's scale.
Goal achievement: how well your goals and your direct reports' goals were achieved, over the last month.
What counts in your My impact as a manager report
Your My impact as a manager report only uses data from your direct reports. People who report to managers on your team aren't included.
Some feedback doesn't count toward your reply rate or response time:
Feedback from the Onboarding Survey
Feedback sent through the Suggestion box
Feedback from people who aren't your direct reports
Good Vibes you send to peers or to people outside your direct reports don't count toward recognition given.
When a score shows "Not enough data yet"
A score in your My impact as a manager report shows Not enough data yet when it can't be calculated. A missing score never counts as zero. Your pillar is calculated from the scores that are available.
A score shows Not enough data yet when:
Fewer than 3 of your direct reports answered Pulse. This protects their anonymity and applies to relationship with manager and Pulse eNPS.
eNPS is turned off for your organization.
A review cycle has no overall score set up.
There's no activity to measure in the period, for example no feedback received.
If a whole pillar has no data, every score in that pillar shows Not enough data yet and your management score isn't shown. Your score appears once data comes in from feedback, recognition, and reviews.
If your organization doesn't use a feature, such as performance reviews or Pulse, its scores are hidden from your report and left out of your management score.
Get suggestions to improve your scores
You can ask Workleap agent how to improve the scores in your My impact as a manager report in two places:
How to improve, at the top of your report.
Get suggestions, which appears when you hover a score rated Needs work.