New Feature

One of Whistle’s pillars of Employee Loyalty is to create employee programs that help train, engage, and reward. Oftentimes metrics can be used to supplement the training activities in these programs. After consuming the microlearning, the employee may be required to do in-person training with a mentor, or take a practical exam. These activities can be tracked as metrics, and contribute to the overall completion of the program.

Another use for metrics can be to help orient an employee around the tasks to be done, or path that they’re on. In an onboarding program, metrics can illustrate to the employee what must be done; submit W9, sign employee handbook, have lunch with your manager. These simple true/false metrics are presented as a checkbox within the program that the employee can sign off on (or in some cases, their manager)

Now that we know more about what metrics are, and how we might use them, let’s look at the message creator and see how it works within the Program Builder.

A program usually contains some combination of learning modules, surveys, metrics, and rewards. Collectively they define a path for the employee. Sometimes it’s a learning path, and sometimes it’s a goal-oriented path towards specific behaviors.

We can use the metric creator to tailor progress goals, tasks, and inputs that support the program. These metrics must then be “satisfied” to complete the program and earn the reward.

Let’s think about a call center that has built a training program to help their newer employees “level up”. This might include some training about how to best use the available resources as well as some tips on talking to customers. At the end of the program, the employee might be required to log a certain number of calls before leveling up to a more advanced role. This is how we would create that metric. 

One important element you’ll notice on the form is the toggle at the bottom, “Participant can self report”. This determines if the employee is capable of adjusting their value for this metric themselves. Most of the time we believe it makes sense to trust your team to self report. There may be times where the metric is compliance based, in which case it probably makes sense for a manager to sign off.

Notice as we create the metric we define conversational elements; the noun of what it is we’re measuring, and the verb, or action associated with it. This helps us display the metric to the end user in a conversational manner that’s easy to understand. If we click on preview, we can see what the metric will look like when presented to a user in the program.