FAQs
FAQs for Supervisors/managers
Why is there such an emphasis on the employee scheduling the meeting?
Connect is designed to empower employees to ask for what they need to succeed in their current and future roles. Because connect is employee-led, it starts with the employee proactively scheduling their conversation with their immediate supervisor/manager.
Is it okay for the supervisor/manager to provide limited timeframes for employees, or do leaders need to make themselves available at any time for Connect conversations?
Yes, it is 100% okay to provide limited timeframes for employees to schedule their Connect conversations. As a supervisor/manager, you can provide your employees with dates and times that you are available, and they can choose a time that works best for them. We recommend using the Connect Conversation Schedule Form.
What if my employee doesn't schedule their Connect conversation or complete their section?
We encourage all supervisors/managers to manage expectations with their employees and follow up with them to schedule their Connect conversations and complete their section at least one week before the scheduled conversation.
Do we have to meet before submitting?
No; we encourage supervisors/managers to save but only submit the Connect form in Workday after meeting with their employees. Once the meeting is completed, supervisors/managers will go back into Workday and click submit. The reason is that if something is discussed that needs to be documented in Workday, the supervisor/manager can go back and add it and then click submit.
Do we have to meet before submitting?
No; we encourage supervisors/managers to save but only submit the Connect form in Workday after meeting with their employees. Once the meeting is completed, supervisors/managers will go back into Workday and click submit. The reason is that if something is discussed that needs to be documented in Workday, the supervisor/manager can go back and add it and then click submit.
Can dotted-line managers complete a Connect conversation?
At this time, only the immediate supervisor/manager can complete the Connect conversation in Workday. We encourage supervisors/managers to ask dotted line managers for feedback before Connect conversations; that information can be included in the manager notes section. We are working on enhancing the feedback functionality in Workday, and in 2023 we will work on incorporating more peer, team, and dotted-line feedback into Connect.
If goals are for the year, how do I judge an employee on a half-year goal?
The key with Connect is to help gauge progress towards goals throughout the year. Some goals will be completed during the year, and some will be completed at the year's end. For any goal, you can have a conversation with your employee about how they are progressing towards their goals and ensure they are on track. This then helps ensure no surprises at the end of the year and an opportunity to course-correct if the employee is off target.
Where do development goals go? Contributions or Continuous Development?
If the employee is working on developing a skill or competency, we recommend the goal go under Continuous Development. Suppose an employee has been assigned a goal or project as part of their Individual Development Plan, which impacts the team or department. In that case, we recommend adding those under the 'Contributions' section.
Where will my employee view the goal(s) I assigned them?
Employees will be able to view the goals that have been assigned to them under the 'contributions' section.
What if something is missing and I want to add or suggest they add it?
- Before the meeting: You can read your employee's section in Workday before meeting with them. If you see that they missed a section or weren't sure what to write in a particular area, we encourage you to coach them on how to fill out the form before your meeting.
- During the meeting: You can add comments in Workday after the employee has completed their section. This is why we recommend clicking "Save and Submit Later" until after you meet with your employee to capture the entire conversation.
What if my employee raises a concern that I feel comfortable addressing only after talking to my manager?
We recommend you meet with your manager if there is information in the employee's section that you need more time to address. They will be able to provide you with coaching on how to handle the conversation or recommend that you first discuss it with your People Partner.
What if my employee's responses are too brief, or if I need more information from them?
Some employees are more concise than others. However, if your employee needs to provide more information to answer the questions, we encourage you to coach them on what they should expand upon. Another option is to use coaching questions found in the Connect Conversation Guide for Supervisors/Managers during the Connect conversation to draw out additional information, document the conversation, and then set the expectation that next time they will include more details like what was discussed.
Does my employee on probation need to complete a Connect conversation?
Yes. All employees are required to complete Connect conversations. Employees will be assigned to the next Connect conversation based on their hire date.