Webinar Replay: Performance Management & Goal Setting Webinar

Key Takeaways

okay so welcome everybody my name is cara as i have already said i'm here with my colleague sarah brandenburg today and we are part of the customer success team here at hr partner i myself am based in the uk i've got a bachelor's degree in international business studies and german and m.a in german and a certificate in recruitment practice i've got 10 years of experience in the world of recruitment both inside so in internally and as part of an agency as well during my time in recruitment i have managed teams projects and software implementations and i think that really gave me a taste for some software implementation and made me wanted to have that strange career move into customer success and i've been with hr partner for a year now i very much enjoy getting to know our customers and really helping them streamline their hr processes through best practice within our portal over to you sir would you want to say a few words about yourself of course of course welcome everyone my name is sarah brandenburg and i'm i'm also part of the customer success team alongside with kyra at hr partner i've been with hr partner for about two years and um i am located in the u.s uh so we are up sorry about our australian clients um and those on the other side of the globe because it's in the middle of the night but for our us and today and many other clients uh this is the best that we can do between our time zones but happy to join you my background is in human resources i have a bachelor's degree and about 10 years of experience within the corporate hr side doing policy management and employee relations recruitment which is always the fun fun part in interviewing and i hold a bachelor's degree in a professional and human resources from the hrci institute so i'm happy to join you today and excited to talk about performance management lovely so when participating in today's webinar you will be muted for the entirety of the session but please feel free to use the chat to ask any questions and we will answer all questions or as many questions as we can at the end of the webinar we're very much looking forward to a good conversation with you all today so we're over to you sarah to get started perfect let's run through today's agenda to jump right in so we will start by talking about the why uh focusing on performance and goals and why you have a performance management process in place uh we'll talk a little bit about goals and objectives first so there are two parts performance and goals within the new modules of hr partner so we're going to cover goals first and then we'll talk about performance management we'll both be sharing our screens during the entirety of the webinar so we're excited to show you some tips and tricks and how to use the the new module um we'll talk a little bit about a few highlights and best practices throughout the entire conversation and then we'll take q and a's and questions towards the end we expect q and a's to last just a little bit longer but all inclusive it should be about an hour of a webinar and talking through all pieces and of course if we don't get to your question today please feel free to reach out to us at our support line um so let's jump in and talk a little bit about why we manage performance um so the first thing that we want to talk a little bit about with performance is it creates a culture of engagement so if you're thinking about engagement within your culture we actually gave a webinar on this um a few months ago but creating an employee in culture of engagement opening that line of discussion between your supervisor and your employee and your staff making sure that you're continuously communicating with them all of those are contributing factors to help make sure that engagement is a key part of your workforce it also tracks your employees progress and it tells you where they're in need of some support or some guidance it gives them some some gaps and some identifies gaps so if you have employees that you're working with and you know where they're headed and you know how to get them to be more productive the performance management process can really help you identify areas where you can increase and increase their value there so before we talk a little bit about goals and performance we did want to just add this short disclaimer today's focus and discussion is performance management and goals if you have questions about other areas of hr partner please contact our support line or review the knowledge base of course our knowledge face which is help.hrpartner.io has tons of resources videos links screenshots and articles that can walk you through how to use the system and let's go ahead and jump right into goals and objectives so there's a few parts of goals and objectives first creating the goals and then assigning the goals let's talk a little bit about both of those and i will be sharing my screen here so let me go ahead and open up a separate window first you are going to start by going to goals you're going to go to the objectives so you should be able to share my screen here and see but first you should be able to see goals and then we'll go over to configure let me expand this so we can see it there are goal items templates and assigns let's go to goal items so creating a new goal item is the goal itself that's where you start always starting that configure menu and going into that goal item from the goal item on the top right hand side you would click on add a new goal and this would bring you to the window where you can add the goal itself a goal can be issued to an employee and in your settings you can also allow the employee to add their own goals which i'll show you how to do that in just a little bit when adding a goal item you would add a description any comments and then you get to the type the type towards the center changes the type of goal that is tracked so of course you can do just an objective where it's a simple check off box or tick box you can do a percentage so you can show progress bars you can do a number so let's go ahead and have this goal be track 10 new clients maybe that's a number so the number and the goal is 10 that they're reaching towards so each and every time the employee is responsible for inputting their goal or tracking their progress they can add any time they've tracked those new clients you can add in deadlines you can add target values and there are a number of other settings towards the bottom that you can add to make sure that the goal is active inactive how the employee can update the progress or whether or not they can edit their targets these areas can be specific and can be individual for each and every goal so this is how you would create that individual goal item and as you can see we have a number of different goal items as well you'll also notice that many of them are attached to a template so similar to how a checklist functions in that you have a checklist item that's attached to a template the template of items is assigned to the employee goals works in a similar way so you have a goal item you have a gold template which is a collective group of items and they can be assigned to the employees the only difference is that you can also assign an individual item if you need to your employees let's go over to templates the gold template this is where we would encourage you to set up different templates for groups of goals based on similar end results based on similar objectives that you have maybe it's a similar position depending on what you have uh outlined for your own employees growth and development you can make different goal templates and different goal items um depending on what your needs are let's go over to the assigned month menu and let's scroll over to the right hand side and this is how you would assign a goal so similar to checklists assign goals to employees this is where you have the option to assign it to all this is great for company goals perhaps you have a group of goals that is meant for the entire company to be able to look at and review of course creating that culture of engagement but it also allows your employees to share in on your mission and values mission and vision by doing this which is always great you can also individually apply a goal so tucker here you can either choose to assign a single goal or a group of goals a goal templates so that goal template would be that collective group of goals let's go ahead and say that tucker will need to earn his pmp certification and as a part of this group of goals there are two individual goal items attached he has to sign up for a new pmp course and he has to earn that certification which is a percentage metric i'll assign this over to tucker now he has goals that are attached to his profile that he is meant to track that he is meant to see and that can be something that he's responsible for earning as well there are two places where you as an admin user can assign goals the first is here under goals and assigned the second is under that individual employee record so let's go over to tucker and i'm going to scroll down to his employee record and there's a goal and objectives area i'll select that and you see this is the area where you can add a goal for an individual employee as well so here are the existing goals and as you can see here are the goals that we've just assigned as a part of that group of goals that templates and in the top right hand corner i'm going to hit add goal and you have the option to add a goal item add a goal template or from here you can also create a brand new goal from this screen tucker in his own employee portal has the opportunity to also add his own goals and review goals that have been assigned to him so this is now tucker's employee profile he's locked into his ess portal he can change the filter and show his completed goals he can see goals that are meant for him and to track his goals all he would do is he opens up that goal and for the percentage he slides the slider along maybe he's about 50 percent done right now and he saves and it marks the progress throughout once he's signed up for the study course he can check off on that box he can add any notes that that objective is complete and then save and then that is marked as a completed goal as well so it gives the employee a little bit of ownership on assigning and adding their own goals which is always nice one thing to note about the goals and the objectives area in a little bit we'll be talking a little bit about how they correlate within the performance management goals are meant to be assigned by the admin users only so if you're a manager without admin user access you will not be able to assign goals so that is going to be something where the goals um the creation of the goals goals configure and templates that is for the admin user privileges so when we're talking about admin user permissions um i want everybody to know that the goal templates and the goal items assigning the goals that's something that the admin user has the ability to do but the manager without admin user privileges would not be able to do that from their own ess portal let's go ahead and share our new screen here and of course i'm always just a little bit slower than you need to be when you do these types and that was the case that's technology for you indeed so the last area that i want everybody to be aware of with regards to goals is that goals can be used alongside a performance review or independently so we've showed you how to use goals and objectives and create goal items create goal templates separate from performance management so they do not have to be a part of performance they can be but they do not um and now we're going to talk a little bit about performance so next up on the agenda is that performance piece okay so excuse me for those of you who've been with us for some time now you'll know that you have always had the ability to log performance reviews so our original performance module did let you log that an instance had happened or was due to happen but through training calls um the customer success team identified that many customers were actually logging the instance in that old legacy module and they were then either uploading a paper copy of a review form or they were heading over to the review sorry the forms module within hr partner building out the review form in there and then also having to have managers login as admin users to be able to contribute to that form and it all just felt a bit clunky and too much hard work so we've led that back through to the development team and as wonderful as they are they have created this fantastic new addition to hr partner so i'm going to go ahead and share my screen now and have a little talk with you about the module and show you through that new edition just bear with me while i share my screen these things always work really well when you're trying it don't they and then when you come to actually do it oh sarah i can't share my screen there we go can i share now okay you should be able to i am doing okay it's working now i've certainly highlighted it all but i'm uh i'm sharing there we go perfect so the first thing i wanted to talk about is kind of the look and the feel of the performance management so within an employee um no let's not stop there let's have a rethink about this i just want to tell you a bit more about the differences between the two modules okay so within the old module you could upload files you could set reminders and you could track these kinds of details the new module lets you upload files as well it does let you make comments against a performance review instance but it also as sarah has pointed out allows you to link in goals it allows you to um what else can you do within that module you can create different forms for different people those people do not have to be admin users so that's a great functionality those people can be managers they could even be co-workers so that means that you can get that full 360 effect okay so you can incorporate more people into your performance review if you need to if that's the effect that you're that you're going for now i want to show you how to build a performance review and then we'll go on to what i was going to start with so first and foremost when you're creating your performance reviews you would head to performance you'd go to configure and you've got to go to review forms first so you need to build out those forms before you then go on to build your template okay so if we click into review forms and you go up to the top right and add a new form this works very much in the same way as the other form builder with an hr partner which is essentially the same tool so hopefully most of you have used it already and understand how to use it just to give you a quick summary you would drag anything that you want over into this section here and then you can go ahead and edit okay now something i did want to highlight is one of the common uh i don't want to say user errors but one of the common problems people do have with the form builder we have some support tickets come through sometimes when people say to us the form i've created isn't saving my answers and it is always the same issue so i just want to highlight it here when you're editing a form selection and you have these two columns so whenever you have more than one answer basically you have a left column and a right column the column on the left is what your employees will see when they're answering the form so for example the answers that you want them to give yes and no you have to have text in the right hand column because the left hand column is what you're in for you see the right hand column is the actual form that's the mechanics of it all so without that right hand column and having the data in there the form is going to fail okay so it doesn't matter what you have in there it could just say option one it could say yes it could literally say the same things as your left hand column but do not leave it blank okay so there are your tips once you've built your form out hit save i'm not going to hit save at the moment i just want to head back to the previous screen and show you if you have been using the old forms tool to build out your reviews until now you can actually transfer those forms into the new module okay so you're not having to rebuild a form you already have in the system i'm going to show you how to do that so you go to forms configure templates you'd open up the relevant form so let's find one performance review here open up the form using the edit button scroll all the way down to the bottom of your existing form and hit export template to json okay that basically creates a json file which you then can go to performance review configure review forms and you will see up here on the right where you have the add new form button you can click on the little arrow beside it and import json template once you do that you'd select the file that you've just downloaded hit save and your form will appear as if i magic in this list of review forms okay something you need to know about your review forms every single contributor needs a different form so you can't have managers and employees commenting on the same form so everybody you're going to have contribute to a form needs their own review form okay once you're confident you've created everything you're going to need you can head to performance configure and templates and start building out that review process so the template if i had to add new template on the top right here is where you can give the form a name so it could just be annual review it could be quarterly appraisal anything like that whatever whatever you want um you're then telling the system what to do how to handle that review how you want the process to work so you mark the template as active you can then decide if you want to use email templates within this process so what happens is you build out the review and then you set a performance reminder lead time which is just this option down here that is when the review becomes available to all of those different contributors and what you can do is you can select the email template you want to be emailed out at that point so that's what you're doing here when i'm telling people as a review to to complete this is the email template i would like to use okay you don't have to use a template you can free type the email at the time that you issue the review you then down here tell the system how often you want the review to happen if you want it to be a um repeated occurrence if not just head for manual no repetition the lead time as i mentioned just before is when that review is going to be sent out to people so when are people going to get that email to say there's a review happening you've got a form to complete okay um that will be triggered only to the relevant people you're selecting the relevant people further on down here something you need to know is they cannot contribute to that review until that reminder lead time okay so if a review is going to happen um next week and that reminder lead time is seven days they will only be able to see that review and make their contribution within those first those seven days prior to that review date if you say you want the review to happen on monday and we're already on thursday so we're already in that seven days they will have access as soon as you issue that review okay so you can then select down here whether you want to include employee goals within the review as we've mentioned you can interlink the two modules and you then choose the people you would like to participate so you don't have to include the employee you could just have the manager contribute or you could have the manager and co-workers it's very much up to you who you would like to participate in a review but this is where you're choosing the form you want them to to complete and this is the list of forms that we've just built into the system and as soon as you include a person in the review you can include them as being people other forms are visible to let me just demonstrate that so as it stands here i've said i want the employee to complete the employee self-review form i cannot select these other two people but as soon as i include the manager in the review i can make this top form visible to the room to the manager as well so the employee is going to complete the form that the manager can see what the employee has contributed okay and it likewise with the manager form i can decide whether i want the employee to be able to view that form or not and again you can do the same with all of the other people with the peers we can decide that actually we only want the manager to be able to view the peer form okay and then we'd hit save the next thing to learn is how to assign fee review once you've created everything so we'd hit performance and we'd hit assigned very much like you would do with checklists or with the original forms tool within hr partner we have that same consistent approach so you're in performance and assigned and you head up here to the top right and sit and hits assign performance reviews you then choose the review template that you want to assign and as i mentioned earlier you can embed email templates into your review template so if i hit six month review here it had an email template within it so i can see the email is already populated i can then decide if i want to send this review to all staff or just certain in certain employees individual employees again following that same process that same convention as the checklist to and as the forms to within hr partner try to make it as simple as as possible for our for our users you then choose the date that you want the review to happen bearing in mind those forms in this particular template will not be made visible to anybody for seven days prior or whatever that reminder date is that you've set into the system that that time that number that you've set in the reminder is when they can see it so seven days before they would see it seven days before the 26th of the fifth for example okay you have told the system which form to send to the employee you've told the system which form to send to the direct supervisor or manager that person is the person is the reporting line that you have recorded within the employee record within hr partner you've told the system that you also want peers and co-workers to be involved on which form to send them but you haven't named the peers so at this point i need to select some peers to contribute to those reviews and i can hit assign okay you then can see they are oh i've lost which ones they were now so this list it's a great point this list is in chronological order so if i have said that i don't want that review to happen for a year and then there are other reviews in there that happen before so it kind of slots in so if it's in a chronological order of not when they were assigned but of when they are due to take place okay i'm just going to hop into an employee portal now and show you what performance looks like from this side of things so i mean grace's record anybody who's ever done a training call with lee will know gracie very very well by this point um if we head into performance you can see here she's got a few things to action at the top she can see her own performance reviews so this is where she is the employee being reviewed at the bottom you can see anything she has been asked to contribute towards so this is where she is either a manager or a co-worker contributing to somebody else's review if we view one of her own reviews you can see she was given in this instance um permission to access her own contributions and permission to access the form that her manager was completing she can also view a comments tab and a files tab okay if we go back to the last screen and we look at one of these where she's been asked to contribute she can only see when she's working as a co-worker she can only see her own form but again she can see the comments and she can see the files but in this instance there have been no comments made something for you to know is when you are making a comment as either a manager a co-worker or an admin user you have the ability to make it visible or not to the employee you are commenting about okay um i think that's everything covered off from performance reviews initially but if i have missed anything that you would like an answer to please do make a note of it in the chat and we can come back round to it sarah do you want to uh to take over for now and move on to the next topic yes let's go ahead so um jumping back in so we've talked a lot about the new performance reviews but one question that comes up is where did my old reviews go so kara shared with us a little bit earlier about the why behind building this amazing new module of performance management and goal setting but quite a lot of our uh clients have probably used the legacy module which is now what we call the legacy module within performance reviews those are still retained as a part of your employee record so if you use your reviews section which can be found here it's at the bottom screenshot of the screen that i'm sharing here all of those reviews as a part of your employee record will still be retained in the system you'll notice that the look and feel changes just a little bit there's now a legacy tag attached to it but any information that's tied to that legacy employee performance review module will be retained for the future there's no way to change the look and feel and of course we want to encourage you to use the new performance management module we're really proud of it um and it does quite a bit of work that you can do so there's quite a lot of customizations that you can make but the good news is that if you've been using all of your information uh from reviews and if you have a lot of historical data that's not going anywhere that will be retained you just will not be able to add to it you will not be able to um add any new content there so that is considered a legacy module now you'll be able to edit you'll be able to delete and if you delete each and every employee performance review that's a tied to this reviews area that reviews section will actually disappear from the employee record area as well so depending on your own um your records retention policy that you have at your own organization perhaps it's the best fit for you or maybe a best practice to download all of the reviews that you have delete them all and move them all into the new module so that you don't have any within legacy so there's that option to you as well now it is the portion of our time today to go through uh q and a's so i want to encourage you to use the the chat feature or the q a feature um to ask any questions that you have if you have questions about functionality how to use it if you misunderstood something we moved quite quickly these last 30 minutes to pack in as much as we could um if you use the q a feature you can ask a question anonymously so please feel free to do that um and it looks like we have a few coming in um as well from the side do you want to jump in on that first one yeah something that i did actually want to pick up on and i forgot to mention when we were going through the module is if somebody who is accessing the reviews from their employee portals or your managers for example and your co-workers um they they lose access to it once the review as a whole is being marked as complete by an admin user so if this is something that people are going to want to refer back to later on specifically the manager i'm talking about here i don't think it will be relevant as such to a co-worker then your admin user just needs to keep it open and not mark it as complete so the form itself that they have completed can be complete but not the overall review from the admin side of things okay and that needs to stay open now i have a question about continuing with the um the old module style if you will so being able to have a paper-based review but still use that new module to log that it happened and i think i do have a bit of a work around and i suppose that would help with the transition between the new between the two modules so how to migrate from using the old module and slowly move towards this new way of working so let me just share my screen again can i do it a bit smoother this time let's see there we go okay so i think the best thing to do if you're going to continue with paper-based reviews for example would be to head to performance configure and forms and then create a really simple form for one person probably for a manager so you could maybe have um if we use this option here and have the question as something such as um is the review complete and then have the answers as yes and no okay we'll get rid of this last option i don't think we need the last option and again i've made sure i've got text in this right hand column we'll call the form um manager file upload review nope that's not how you spell review cara there we go manager file upload review and we'll hit save then we'll go to templates and we could create a really simple template i'll call it file upload review again just so that i know what i'm doing here i won't select an email template i'm going to take this reminder lead time down just to to one day before we'll turn off goals and then we'll only include the manager and we'll select that one form that one question form and we hit save we can then go to performance and assigned assign a performance review and we'll choose that file upload review and we will send it to gracie because i send everything to gracie grace is my favorite so we'll do this on the review date of is that today's date that's today's day and hit a sign okay oh i forgot to put a subject in uh review keep it simple okay so gracie now has this review she if i hit hang on a second for hit performance management and i go to view this review now from the admin view i can see a form section with the form is that really simple one form i can't contribute here because i'm the wrong person by the way and i've got the comments section and i've got the file section so if you're wanting to use a paper-based form but look that the reviews happened like you could in the old module this is how i would recommend you best do that okay so here the admin user can upload the file and i think the manager will be able to as well let's just double check that if we're going to try brandon and we go into his employee portal and see what he can see so he can see performance he can see graces oh no it's not there it's this one here the new one and we go to view he can upload files too so the admin user and the manager can both upload a file against that review instance so that's my very long-winded workaround it's actually quite simple to do over to you sarah for the next question it's a great uh a great solution um one of the questions that came through is about uh changing the timeline of the reviews so i'll go ahead and share my screen and so that we can see um this new share there you go so the question is are you able to change the timeline of the reviews you have in this scenario one three six and 12 monthly reviews um and will it send the reminders of the review has not taken place by that due date so i've gone into an assigned review a review that's already been assigned already been scheduled let's go over to a performance and assigned and so i have taken a look at this it's scheduled in the future let's go ahead and click view in the top right hand side there's an action bar and you can click on this and it options you gives you the option to change the due date so the short answer is that yes you can change the timeline of your view if it's already been scheduled if it's already been assigned you can change the due date and you can reschedule it you can also reschedule the new reminder date at that time and remember the reminder is the date that it sends out based on the template so if you schedule the reminder to go seven days before the due date of the review that reminder date goes out seven days before but you can change this manually here you also have the option here to just cancel the review or delete it entirely if you need especially if you want to issue something new from the templates section so performance configure templates in the template itself um of for example say the annual performance review this is where you can schedule the reminder lead time so the system will send a reminder um for this time right in this scenario in this template it's the reminder is going out seven days before the due date the question is uh will the reminders be sent if the review has not taken place by the due date um and that answer is no so there's not going to be reminders that will be sent out afterwards um they will still be available for view um but you it may be a best practice for you um maybe a solution for you to change the due date if it's not been completed and send out a new reminder with a new uh review date good question there i've seen another question come through about developing a report feature for the goals module sarah would i be able to just share my screen again sure of course so i was just thinking about this and so the short answer is um i don't think a report on goals is in the immediate roadmap where i will absolutely love that as a feature request i think i actually have logged it as a feature request already but the reason it was never built in that way if i just head back to the admin view is that it was actually meant to if you go to goals and assigned it's actually designed as a bit of a dashboard here to give you almost that review on the screen here so if we hit filter you can filter by goal template for example and once you're in this screen if you hit the little arrows down the side you can actually see the review progress here so i think this is the kind of detail that you would want from a review if i am wrong please let me know so that i can add that to the feature request for you if there's anything else that you'd want to see from that but the progress is all viewable here in the home screen itself to give you kind of it's like a dashboard so you can navigate that um there's quite a few more questions coming through sarah do you want to take one yeah and next up can review forms be created to include both scoring and written feedback um and is there a way for the system to automatically tally those results so the the short answer is that there's not a way for the results to be tallied um all together by a review form that's been completed but you can collect a review form that has both scoring and written feedback there's actually quite a few options within the review form template um cara went over this but this is our form builder there's a lot of options on the right um and then there is the star rating which ranks them on a score it's a five-star rating and ranking and you can also input check boxes radio groups or selections so those options are really great for variable rankings like a leicard scale if you want where it's most likely least likely most satisfactory least satisfactory scales of that nature can be used in those check boxes so here's our performance review form it's a simple form and if you notice that this is an open-ended question that the employee is meant to ask and then they're ranked on that five-star rating and then they're asked more questions towards the bottom and they're open-ended questions that are meant to be a summary that are just typed in um so you have a lot of customizations that you can build within the review forms let's go over to review forms and i'll show you another one that i like let's go over to manager review and edit that form so in this manager form you notice that there's radio buttons with a scale ranking there's open-ended questions there's a star review and one thing to note about the star review is when you have that star ranking you can select the number of stars so it's by default it's five but you can make that more or less so that satisfies that need for that scale or that scoring system perhaps and then you can also add dates you can add file uploads here in the form builder as well so quite a lot of functionality within the form builder to be able to make it what you need good question and we had another question from the same person a bit later on basically mentioning that they have employees complete and submit their form to the manager for their contributions is the manager able to update the same document with their feedback so again the short answer answer is no unfortunately not but the way that this has been designed is that if i just go into so this is a manager's self-service portal and you have the ability as we mentioned earlier to give different people different visibility of different forms so the way that this particular example has been set up the employee is gracie the manager is troy and the co-workers are ian matt and susan but the manager troy has been given visibility of all review forms so although they're not commenting on the same form they could both have visibility of each other's so they can both view it so you could just have a question within the manager's form to say provide feedback on the employee's form or you could mirror it you could actually assign the same form to them if you wanted to okay so there are ways of means of achieving that result although it's not within the one page if you will sarah did you want to say something there yeah just up to add on to your comments here um that is a great option for using the comments feature as well so if the forms are completed the visibility is set so that all parties can see the forms and the completed answer then you tab over to comments if you wouldn't mind care and then then this by default the comments cannot be viewed by the employee and so that may be a good option to have the manager submit additional contributions in the comments so they can update with some some additional feedback there and you can either make that visible to the employee or you cannot but other other team members can see that who's a part of it so that may be a good a good option to provide additional feedback i hope that helps you yeah any other questions concerns anything else that we can address for you before we are done today i don't see any other questions coming through it looks like we maybe have one more chat um you can schedule reviews one year in advance um and and so that is the amount of time and then you can also schedule the timeline so hopefully this module you'll find a lot of value out of it please reach out to our support line with any questions support at hrpartner.io and we can help you we'd be happy to help you and go from there go ahead i was just going to say not only questions but feedback we very rarely have have rolled out whole new modules before so if anything isn't quite working the way that you'd like it to or feel it should work let us know let us know we i hope most of you on the call know as well enough to know that we're really good at acting on our on any feedback that we've given um so please yeah we need to know we need to know what you're thinking okay we're very very excited about this hopefully thank you so much for joining us great great comments um and and feedback in conversations and we hope you have a great rest of your evening thank you very much everybody thank you take care