The TeamScan module in MyQ7 Leader enables managers to assess, develop, and retain talent by providing tools for performance evaluation, succession planning, and talent development.
The TeamScan module in MyQ7 Leader is designed to help managers streamline the management of their direct reports by offering a comprehensive approach to performance reviews, succession planning, and talent development. With this tool, managers can make informed decisions about their team’s growth and alignment with company goals, ensuring that talent is both nurtured and retained.
Key Features:
- Filter and save direct reports for easy access
- Create new and edit existing TeamScans
- Conduct succession planning to identify potential successors
- Create and review development scans linked to role expectations
- Take and manage notes
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Transcript
0:03 Hi there, my name is Dax. I'm head of production in my company, and today I will be reviewing the team scan module in MyQ7 Leader.
0:12 As I'm head of production, by default I will see of the whole team from production, but I'm only a direct manager of five team members.
0:21 So, first I need to, uh, filter out the people that are not reporting directly to me by using the filters, and I need to find the filter relation.
0:29 Then I need to select manager, and this will give me only my direct reports for whom I need to do the profiling today.
0:37 If I want to reuse this filter for easier access, I can set it Save it, like this, by calling it my, my direct reports, and if I want to reuse it later on, I can just clear it, and I can reload it from here, and it will apply the same My company has started using MyQ7Leader a few years ago, and I'm not
1:05 a new manager, so, I already have some data here, but if you're a new manager, or if you have new team members, uh, then you might see some empty, uh, lines here, so, you might not see the team scans like I do here.
1:16 Uh, this is not because I can see the history of the team scans done in the previous talent cycles. then I have the succession planning.
1:24 And here I can decide who could be a possible successor for Kendra or who may be succeeded by Kendra or what might be the next career move for her.
1:33 This field might or might not be visible for you depending on your company's using the RDP module. Next I have the development scan, so here I will see, uh, the part where I can create a new development scan or if I've already created it, all the answers will appear here like you will see afterwards
1:51 and then I can consult the RDP, so the role description and profile linked to my team member. Again, if your company is not using the RDP, then you will not see this section at all.
2:01 So here I can see the specific expectations, um, for the role of Kendra. In this case, it's brewer and distiller, So I can consult all the definitions that are linked to a brewer and distiller role.
2:14 And at the bottom, I will find the management practices that are linked to the role of my team So in this case, Kendra is an administrator.
2:22 So my management practices will, uh, give me some ideas on how to best manage a team member that is in the administrator role profile.
2:31 next I need to create a new team scan. So I can go to the profile scan. Continue. The first question is already, uh, answered by HR.
2:40 So I don't need to make any selection, but in your case, you might need to do it. So this depends on, uh, your company so as the first question is already answered, I need to start my work from question two, which is the operating mode.
2:53 So I need to see at what level does my team member operate compared to the expectations of my organization. for a brewer and a distiller, the expectation is level two administrator, where I can also extend and I can read the definitions in more detail and I need to decide whether Kendra as a team member
3:10 operates at this level or not, or maybe below or maybe above. So, I will go to continue and then next.
3:18 Next question is performance, so we need to see, uhm, what is the performance of my team member in the next, uhm, in the last, uhm, 6 months, so since the last talent cycle, and I have 3 categories, so I have below expectations, meets expectations, or above expectations, or in case your team member has
3:34 been in the role for less than 90 days, then, uhm, I can select new. So, uhm, here I can also always open the definitions and I can read them.
3:43 In my case, I know that Kendra is in good standards, and I can make this selection and move on to the next question.
3:50 So, here we can choose the talent and potential, so, uh, here we're looking at the future and seeing whether Kendra has the potential to move into a higher level.
4:00 or a more complex role in the future, uh, so I can, again, read the definitions by always opening, uh, the selection if I want to.
4:11 in my case, after consulting the definitions, I can confirm and conclude that, uh, Kendra is a key contributor, so I will make this selection.
4:19 Then we have the vision and values matrix where I need to select at what level does Kendra reflect the values of our company.
4:27 So here we have two variables, we have workmanship, or performance, and we have citizenship. And based on that, we have all these different levels.
4:36 After consulting the definitions, I know that Kendra is an emerging in vision values. So I will select that one and I'll move to the next question.
4:45 Then we have the reward. So in my company, us as managers, we know that what level our team members are remunerated.
4:54 So I can select that she's paid at median, but in your company, you might not have this data or you might only think that you might not be sure.
5:05 So you can either select one of these if you're not sure, or you can select no clue. If this is the case.
5:12 In some cases, you might not have this information, but your HR might. So, uh, in this case, you can select no clue and then HR will update this data later on.
5:20 this page we have some fields that have already been prefilled by HR, so I don't need to do anything about those.
5:25 But I do need to answer the risk of attrition question. So how likely is Kendra to leave the company within the next six to nine months?
5:32 In my case, I will say that it's low. And then I will just finish my team scan. So, uh, as I said, the persona and the smart questions are always linked to the last team scan.
5:43 So they have been generated by the platform. And this is the team scan that we just created. if later you are doing a talent review and you change your mind about any of the questions, uh, for the last team scan, you are able to edit this team scan.
5:57 So, uh, if for example, I'm not sure about the performance or when the talent, uh, review comes. And in fact, I, uh, discussed with my colleagues and I decided that she's not a good performer, but she's a high performer.
6:10 I can click on the last line, go to the performance question, and then I can select the, uh, correct value.
6:17 And then I can simply exit. So then the last team scan will be updated with this value. However, if it's the new team scan that you need to create, but not update the last one, uh, like in my case, when I changed my mind about a certain value from, uhm, from this talent cycle and not from the previous
6:36 one, then I can, uh, click on this line. But if you need to create a new line, please always, uh, go to the profile scan.
6:43 Also, if you have some development scans in the history here and you would like to view it. So in my case, I don't have any, but if you do, then for example, uh, here, there might've been a development scan, but I'm, I'm not sure what were the values back then.
6:56 So I can click on the three lines, uh, three dots again, and I can view the related development scan here.
7:02 So as I said here, there was no development scan, so I'm not going to see them, but otherwise if there is, you will see all the answers linked to that development scan created at the So if I want to create a development scan, I can either go to the start button here, or I can go to the little arrow next
7:18 to profile scan and click on development scan. So the development scan will help me validate the operating mode of my team member.
7:26 So here I will have all the definitions linked to an administrator role profile, which is, uh, linked to Kendra. So I can decide whether agree, uh, uh, disagree, agree, or it's an area of strength for Kendra for each of the, uh, variables.
7:40 So I can just answer these questions quickly. then I can save. Uh, before I save, actually, I would like to take a note.
7:50 So, while you're doing the team scan or the development scan, at any point, you will have access to these three horizontal lines here, so you can, uh, just write something down if you have something on your mind.
8:00 So, I can just open the notes section. And here I can write a note, write my title, select a note type.
8:09 So, this might be an actionable item or it might be a summary of a talent review. So, in my case, it's an actionable item, so I will just select that, save.
8:18 And then I have my note that I've created during my development scan. And then I can save. If, at any other point, you want to create a note, you will always have access to these three lines, so you can see the note that you've just created or any notes that you've created in the past.
8:32 Or you can create a new note, uh, from here. Take a note. So, since I've created the development scan, uh, here I will see all my answers.
8:44 So, in yellow are the areas of development, uh, in light green are the developed, and in dark green are areas of strength.
8:51 I can also consult the percentages. So, in this case, the, this development scan was linked to the last team scan, and I can see that I have 31% area of development and 31% area of strength, So, this is all that you need to do during your All right.
9:07 Uh, talent cycle. If at any point you need to consult the notes that you've created for your team, you can always go to the notes section here and you can view all the notes that you have ever taken for your team.
9:19 You can also add some extra columns here. So, for example, the date, the type of note and the author, because sometimes it might not be you that created that note.
9:27 Uh, I can also enter some filters so I can just find one team member, but I can also view that one team members notes via their individual page, like I showed you before.
9:38 And I can also filter by note types. Or if I want to see only the notes taken from this talent cycle, for example, uh, say from, the 15th of May until today.
9:52 these are all the notes that were taken in that, uh, time range. I hope this was clear and thank you for watching.