Overview of Touchpoints Features
Here’s a closer look at some key features in Oracle Touchpoints.
Events and Interactions
Touchpoints enables managers and their direct reports and dotted-line reports to interact with each other in ways that enable increased engagement. They can interact with each other by scheduling check-in meetings, sending feedback messages, or sending recognitions and awards for personal milestones or achievements.
These events and interactions are displayed in a timeline view and as a list view on the employee's Touchpoints page.
Engagement Metrics
Touchpoints provides managers and matrix managers with the following metrics that help them gain insights into their team’s overall satisfaction and engagement levels. They can use these metrics to gain a better understanding of the efforts taken to improve engagement levels within their immediate hierarchy and in the rest of the organization. These metrics include data about all assignments that direct and dotted-line reports might have with the manager.
| Metric | Description |
|---|---|
| Team - Average Interactions |
This is the average number of interactions between a manager and their direct reports and dotted-line reports in the past 90 days. This analytic is calculated as the total number of interactions
divided by the total number of reports who've had at least one
interaction in the last 90 days. The total number of
interactions include:
|
| Organization – Average Interactions |
This is the average number of interactions between all managers and their direct reports and dotted- line reports in the entire organization over the past 90 days. This analytic is calculated as the total number of interactions
across the organization divided by the total number of employees
who've had at least one interaction in the last 90 days. The
total number of interactions include:
|
| Team – Average Check-ins |
This is the average number of check-ins that have been scheduled with a manager’s direct reports and dotted-line reports over the past 90 days. This analytic is calculated as the total number of check-ins scheduled with reports in the last 90 days divided by the total number of reports who’ve had at least one check-in the last 90 days. Check-ins include both Touchpoints and Performance check-ins. |
| Organization – Average Check-ins |
This is the average number of check-ins between all managers and their direct reports and dotted-line reports in the entire organization over the past 90 days. This analytic is calculated as the total number of check-ins scheduled with all employees in the last 90 days divided by the total number of employees who’ve had at least one check-in the last 90 days. Check-ins include both Touchpoints and Performance check-ins. |
| Interactions bar chart | This chart displays the number of check-ins that have been
scheduled with each employee in a manager's team, and the number of
feedback, awards, and recognitions received by them in the last 90
days. These are displayed as stacked bars for each employee. This
chart can also be viewed as a list. To do so, click any bar and
select See list view. This opens up a
panel that displays the number of interactions for each
employee, along with the team and organization averages. Note: This bar chart lists the first 10
direct reports. Data for the remaining reports can be seen
using the list view. |
| Pulse score comparison graph |
This graph enables managers to analyze pulse trends over a period of time for three groups of employees: direct reports and dotted-line reports, indirect reports (who are downstream in the organization hierarchy), and all employees in the organization. It displays pulse score averages for every survey that’s assigned to each group. The analytic is calculated as the sum of all the pulse scores for each group divided by the total number of employees in that group that responded to the pulse survey. This graph displays the pulse score averages over a period of
time. This period depends on the analysis period of the survey.
If the analysis period is 2 months, then the survey scores are
displayed for the past two months (from the current date). For
example, if the survey has been running once a month for the
last six months, only the last two months’ data will be
displayed.
Note: The x-axis on the
pulse score comparison chart shows the survey end date for
each frequency. |
| Low pulse scores |
These are individual pulse scores for a manager’s direct reports and dotted-line reports, which are computed based on the pulse survey completed by each employee. The lowest pulse scores are displayed first in this section. The pulse score is defined and calculated through the scoring option set on the survey questionnaire. The threshold value for deciding low scores is configured in the Schedule Allocation tab of the survey configuration. If pulse scores fall below this threshold, they're considered as low. This section also displays the assignment name for each employee. |
Nudges
Touchpoints encourages managers and employees to improve overall employee engagement and interactions between the manager and the employee through nudges.
Nudges are personalized actionable recommendations. They're displayed as recommended actions on the employee Touchpoints page, as recommended insights topics on check-in pages, and through email notifications. They're designed to capture relevant details about an employee, such as their sentiment and engagement levels, goals, personal milestones, achievements, and so on. Based on these details, timely information is delivered to the employee or manager, which encourages them to take actions that support increased engagement and interactions.
Nudges include the following:
| Nudge Reason | Purpose |
|---|---|
| Employee's anniversary is approaching | Encourages the manager to recognize an employee’s work anniversary |
| Employee's birthday is approaching | Encourages the manager to recognize an employee’s birthday |
| Manager hasn’t provided anytime feedback to an employee for a period of time | Encourages the manager to provide feedback to an employee |
| Check-in between a manager and employee hasn't been scheduled for a period of time | Encourages the manager to schedule more regular check-ins with an employee |
| Check-in between manager and employee is approaching | Prepares the employee and manager for an upcoming check-in |
| Employee has performance goals that are later than the target completion date | Encourages the manager to support an employee whose performance goals are later than the target completion date |
| Employee has performance goals that are due soon but goal completion percentage is less than a defined percentage | Encourages the employee to discuss with the manager about performance goals that need to be updated or are at risk of not being completed |
| Employee has performance goals with a past goal start date and a status of Not Started | Encourages the manager to coach the employee on keeping performance goals up to date |
| Employee has high priority aligned performance goals that are due soon | Encourages the manager to track the employee’s progress on high priority performance goals |
| Employee completes performance goals ahead of the target completion date | Encourages the manager to recognize an employee’s accomplishment when they complete performance goals ahead of the target schedule |
| Employee has a low pulse score | Encourages the manager to track an employee’s sentiment when their pulse score is below a threshold value |
| Employee has a low response rate to the pulse survey | Encourages the employee and the manager to improve the employee’s participation in pulse surveys |
Nudges are configured in the Nudge Configuration work area in . For more information, see Define Touchpoints Nudges.