What it is and what it's for#
The programme dashboards answer the question of whoever runs it: how is this going?. Averages, percentages, distributions. For someone running a team of twenty people that question is no use at all: their ranking is the entire list and their average is themselves.
Someone running a team needs to answer something else: who do I have to call tomorrow. That is why, in this part of the panel, the list of full names is not an appendix at the end of the report: it is the product.
A manager in WinChange is the person designated to lead a unit of the organisational structure: a shop, a site, a department. They are the one who approves their people's challenges and who can look at them one by one.
How it's set up#
There is no panel to build. The only thing you configure is who is the manager of which unit, and that is done in each organisational unit's record, under Manage → Organisations: every unit has a field to designate the person who runs it.
From there, everything else follows on its own.
Scope is a single level: you are the manager of the units where you are designated, and of the people assigned to those units. There is no inheritance and no units hanging off other units. If someone has to see two sites, they have to be designated manager in both.
Where the screens are#
The dashboards hang off the Analyse menu. The ones that serve to look at a team are these:
| Screen | What for |
|---|---|
| Individual Challenge Tracking | The main screen: your units, their people and each person's record. |
| Aggregated Challenge Tracking | The same reality in charts, to see where the backlog builds up. |
| Challenge Tracking Report | The flat list of every assigned challenge, to export and filter. |
| Points Breakdown | How many points each person has and where they come from. |
| User details | The roster: who is registered, since when and in what status. |
| Pulse Dashboard | How the team feels over time. |
The Analyse menu only appears for accounts with administration permissions. A manager without that permission manages their people from the Approvals inbox, not from these dashboards. See The admin panel.
How it's used day to day#
1. Choose the unit#
The screen opens with General filters and with the Your managed organisations table, which lists the units in your charge with their Name, their # Members count and their Status.
This is where scope shows: an administrator sees every unit in the project; someone who is only manager of two shops sees two rows.
2. Choose the person#
Selecting a unit opens Organisation members, the named roster of that unit. Everything else comes from there.
It is the part people skip most and the most useful. A completion percentage of 62% cannot be acted on; a list of seven names who have been stuck for three weeks can.
3. Read the record#
With a person selected, the Individual employee report fills in. If you don't select anyone, the screen tells you so instead of showing up empty.
Person details
Name, Email, Phone and the identifiers under which they appear in the company's system. It serves to make sure you are looking at who you think you are.
Challenges
The status of their challenges, split across four tabs: Overdue, Completed, Pending approval and Challenges still to complete.
They are four distinct sets, not four cuts of the same one. In particular, Pending approval (they have already done it and are waiting for your sign-off) and Overdue (they have not done it and the date has passed) do not overlap: the first is your work, the second is theirs.
Employee analysis
A report generated automatically with Engagement index, Engagement Index Analysis, Engagement Trend, Sentiment and Sentiment Analysis.
It is not generated on its own: you have to ask for it, and the screen warns you before doing so. If the person does not have enough activity, it cannot be generated.
4. Look at the points#
Points Breakdown is the other half of the conversation. Instead of a single balance, it breaks down where each of each person's points came from:
| Column | What it counts |
|---|---|
| Login | Points for opening the app. |
| Challenges | Points for completed challenges. |
| Feedback | Points for recognition between colleagues. |
| Surveys | Points for questionnaires answered. |
| Purchases | What has been spent in the store. |
| Total | The resulting balance. |
The screen starts empty and fills in with Generate Data; Download exports it to work on outside.
The breakdown by source says far more than the total. Someone with a lot of Login points and almost none from Challenges comes in every day and does nothing: that is a content problem, not a participation problem. Someone with a lot of points and zero Purchases has not understood the store.
5. The overall view#
Aggregated Challenge Tracking draws the same thing in charts, with Filter by Organisation and Filter by Location, and a Show as % switch to move from absolute values to percentages. The available cuts are Overall challenge status, Challenge status by organisation, by location, by challenge, by tribe and by challenge group.
With small teams this screen adds little. It makes sense when you run several units and want to know which one to start with.
What happens next#
- The challenges you approve from your inbox credit their points at that moment, not before. Until then the person sees them as pending.
- What you reject goes back to the person's challenge wall with the reason you gave, and can be attempted again.
- The data on these screens is read-only: to change a date, some points or the content of a challenge you have to go to the relevant module. See Journeys and challenges.
Frequently asked questions#
Do I see the people in the units that report to mine?
No. Scope is a single level: only the people assigned to the units where you appear as manager. If you need to see more, you have to be designated manager in those units too.
People from my team are missing from the list. Why?
Almost always because those people are not assigned to your organisational unit, even if they work with you. Membership of the unit is what counts, not the real org chart. Check it in their record.
Does the person know I'm looking at their record?
They get no notification. What they do see is the result of what you do: an approval, a rejection with its reason.
Can I take the list into a spreadsheet?
Yes. Points Breakdown and the Challenge Tracking Report can be exported. That is the usual way to prepare a team meeting.
Why won't the employee analysis let itself be generated?
Because that person does not have enough activity yet. With very little data the report would say anything at all, so it is not generated.
A member of my team shows up with everything at zero.
First check whether they have ever logged in at all. A zero in every column is almost never lack of interest: it is usually a registration that was never completed. See Users and roles.
Limits and warnings#
- Each person belongs to a single organisational unit. Someone cannot be split between two managers; you have to choose.
- A unit with no designated manager has nobody to approve its challenges. Challenges that depend on approval will stay pending indefinitely. See Journeys and challenges.
- The dashboards start empty. If you see a blank screen, the most likely thing is that the button that loads the data has not been clicked, not that there is no data.
- Some tables have untranslated headings. It is cosmetic: the data is correct.
- Points pending approval do not appear in the person's total. If you have an approval queue, your team's Points Breakdown comes out lower than what has actually been earned.
- The automatic analysis is a reading, not a verdict. It is meant to prepare a conversation, not to replace it, and should not be used as the basis for a decision about the person.