The Organizational Issue Flag helps identify team members facing challenges due to organizational issues rather than individual performance.
The Organizational Issue Flag is a feature designed to highlight employees whose performance may be influenced by organizational issues, such as unclear role expectations or limited managerial support. This flag allows you as HR to focus on resolving structural problems that could be affecting team members' ability to operate at the expected level. The flag is hidden by default and can be accessed only with users with the necessary permissions.
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Transcript
0:05 Hi there. In this video, we will discuss a feature called Organizational Design Issue. This feature is by default hidden because it's not one of the necessary default topics that need to be discussed, but it's only activated on, uh, when necessary.
0:20 So, uh, to view- this, uhm, uh, feature, we can, uh, enable it in the extra columns here on this, uh, button here, so I can enable Organizational Design Issue flag, and then I can sort by it to see all the people that do have the flag here.
0:37 So, what does the flag mean? It means that these people uh, that we've decided to flag here, uh, are not performing well, so you can see most of them are in Pitstop, uh, but the reason for this is not necessarily their fault.
0:51 The reason for this is rather of an organizational nature, so this is why it's called, uh, Organizational Issue flag. So, some examples of this could be, uh, for example, that the expectations for the role are not clear for the team member.
1:05 So, for example, Allie, here we can see that, uh, she's operating one level down, and the reason for this is that, in her case, the expectations for her role are not clear.
1:16 Of course, not every team member that operates below the level, uh, has by default Organizational Issue. Just in this case, the role expectations are not clear for Allie, so, uh, she's operating below.
1:29 Another, uh, example could be when, uhm, the team member is reporting to a manager that is a few levels higher than them, or that the manager has a too big of a team and they don't have the time to, uh, dedicate to this team member, uhm, and for some, uh, roles, like for, uh, the JEPs 1, 2, and 3, uhm
1:50 , uh, regular follow-up and, and check-ins are necessary so that the team member can operate and has everything they need to, uh, pursue their work.
1:59 So, in some cases, uh, it's indeed the case that the manager, uh, does not have the capacity to, uh, follow them as, uh, as they're supposed to for the role level of the team member.
2:10 Uh, to activate the, uh, flag in this case, uh, you can always go to the three dots from this general team schedule.
2:18 So, you can either flag or unflag it, or you can go to the individual page, and as the, as the flag is by default hidden, I can, uh, always, uhm, enable it here.
2:29 So, if I think that, uh, Kian, uh, needs to have an organizational issue flag, then I can just go here and then flag it.
2:36 The organizational issue flag is also, uh, visible only to users that have the right permission, uh, to view and manage this field.
2:45 So, uh, in the video about the roles and permissions, you will find out more, but basically, uh, when we define roles, uh, we have one of the permissions here that allows us to, uh, enable the organizational design issue for this type of user or not.
3:01 So, here we have the role of a manager, and we can see that in this organization, the, uh, organizational design issue is toggled off, so the managers will not be able to see and edit, uh, the role.
3:12 That feature. Uh, but more on this in the roles and, uh, permissions video. Thank you for watching.