Act

Every customer gets the Act page. You open it, you see the plans you are working on, and you make progress on them. That part is the same for everyone.

What changes is how much help you get. Activate is a subscription that makes the Act page smarter. It does not add a tab or move anything around. It adds suggestions, reminders, and coaching on top of what is already there. This article covers the whole page and calls out the pieces that need Activate as it goes.

Getting to the Act page

1. Log in to the Perceptyx Platform.
2. In the navigation bar, click Act.

What is on the page

Three areas, and they each do a different job. The Action Feed runs down the middle and tells you what is happening. Active Action Plans sits below it and holds the work you have already committed to. The Activity Area in the top right is where you start something new.

Action Feed

Think of the feed as the page checking in with you. At the top you may see a prompt to start a coaching session. Below that are reminders about the commitments in your action plans, or, if you have not built a plan yet, a prompt to create your first one. Your recent nudges land here too.

A nudge is a short, practical suggestion you can act on this week. Intelligent Nudges are built on behavioral science and are pointed at the habits that make an action plan actually stick. They show up in your feed and also wherever you already work, so Microsoft Teams, Slack, or email, depending on how your company is set up. You can react to them, and reacting is worth doing: it teaches the platform what is useful to you and what is not.

Active Action Plans

One card per plan you are working on, each showing how many of your commitments are done. Click View Details to open a plan and edit it, add notes, or check off a commitment. If you have nudges, the card also shows how many you have received for that plan, and you can read them inside the details view.

Some people create action plans in more than one role, say as a manager and as an HR business partner. If that is you, use the Role dropdown to filter the list down to one role at a time.

Once every commitment is done, you can mark the whole plan complete. Completed plans drop off this list but they are not gone. Click View All in the top right to see everything, finished plans included.

Activity Area

The top right corner is your jumping off point. Depending on your permissions and what your company has turned on, you can:

• Start a coaching session. Opens a chat window whenever you want one.
• Set your coaching preferences. A bit of optional information about your role, plus up to three personal focus areas. The platform uses that to tailor the nudges you get.
• Open Advanced Tools. The admin and HR side of Act. More on that below.
• Create an action plan. Click it and you will see the events you can build plans for. Click View Report & Take Action next to one to open the results, pick an item to work on, and build from there. You can also start a plan from select reports or from the Advanced Reporting dashboard.

Action plans the platform starts for you

Staring at a full report and picking one thing to work on is the hardest part of action planning. With Activate, managers do not have to do that from a cold start. In the days after reporting opens for a listening event, a prompt shows up in the Action Feed, or in email, Teams, or Slack, inviting the manager to get started.

Click Start Action Plan and you get a short list of survey items most likely to make a difference for your team right now, based on your most recent listening data. Pick one, add up to two commitments, write whatever notes you want, and set up to three follow-up dates.

You are not stuck with the suggestions. Click Select Different Items to open Advanced Reporting and choose something else.

Plans built this way generate nudges automatically to help with follow through. On Point-In-Time events those go to the manager and the team. On 360 feedback events they go to the manager only.

Action plans somebody else sends you

Sometimes an action plan turns up in your list that you did not build. That is a cascaded plan. After a survey, HR leaders often land on a priority they want a whole group acting on, and cascading lets them push one plan out to that group instead of asking every manager to build the same thing from scratch.

Cascaded plans are labeled in Act, so you can always tell which ones came to you and which ones you made yourself. Other than the label, they work like any other plan: you can edit every field, add your own commitments and notes, and mark it complete when you are done.

Sending one

HR business partners and admins with cascade permission start in Advanced Reporting. Pick the survey item you want people acting on, fill out the plan using the same fields you get on a personal plan, then define the audience with demographic filters. You can only select demographics that match your own data access on the survey.

Who actually receives it

Someone gets a cascaded plan only if all of these are true:

• They fall inside the data access of whoever is cascading.
• They match the demographic group that was selected.
• They are eligible for reporting on that survey and have action planning turned on.
• They do not already have a plan on that survey item.

Worth knowing before you cascade

• It is a one time push. Anyone who joins that demographic group later does not get the plan.
• Recipients are not notified in the platform. Plan on telling people yourself that a plan is coming.
• You cannot bulk edit afterward. Once a plan is out, the only way to change an individual copy is to shadow that user in Advanced Reporting.
• Let the platform go first where you can. If your company uses Activate, automatic plan generation skips anyone who already has a plan on the survey, cascaded or not. Cascading after it runs avoids blocking people out of their own suggestions. It is a preference, not a rule.
• A cascaded item leaves the suggestion list. If a cascaded plan covers an item that was being recommended to someone, that item drops out of their suggestions.

Cascading works on any event that runs through Advanced Reporting, which covers Point-In-Time and 360 feedback.

Coaching sessions

Click Start Coaching Session and a chat window opens. Type your own question or pick one of the suggested prompts, which cover things like making sense of your feedback, preparing for a conversation you are dreading, or thinking through what to put in an action plan.

The guidance is grounded in behavioral science and in your own survey data, so it is specific to your situation rather than generic advice. You can chat in your own language: coaching supports roughly 60 languages with no setup needed.

There are a few other places a session can start. Buttons appear inside individual nudges, including nudges you receive in Teams, Slack, or email, and the coaching window is available while you build an action plan.

Advanced Tools, for admins and HR

Advanced Tools opens from the Activity Area. What you find inside depends on your permissions and your subscription, and may include Act Metrics, Campaigns, Nudge Generator, and Custom Knowledge.

Act Metrics

The dashboard for tracking whether any of this is landing.

Admins, HR business partners, and leaders can see action planning activity: which survey items are showing up most often in plans, and a breakdown of participation by user status, for example managers or the organization overall. There is a search for looking up an individual employee's plans, which is handy when you want to check in on someone or offer a hand. You can also download the full detail for every action plan created for a listening event.

Admins additionally see engagement data for coaching and nudges: how many people had coaching sessions in the last 90 days, how many conversations started, which nudge themes people picked as personal focus areas, activity personas, and nudges viewed over time.

Campaigns, admins only

Most of the time the platform picks nudges on its own, based on people's action plans, their survey results, and the focus areas they chose. A campaign is how you take the wheel for a specific group.

You decide the audience, the content, and the timing. So if you are rolling out a new expectation for managers, heading into a reorganization, or bracing for performance review season, you can put the right support in front of the right people instead of waiting for it to surface on its own. Campaigns has its own area, with recent campaigns at the top and a full table underneath showing status, who created each one, when, and a headline engagement number.

To create one you either start from scratch or start from the template gallery, which has around 50 prebuilt campaigns on common situations: a new team or reorganization, burnout risk, preparing for a change, retention, a fresh start at a new year or quarter. Picking a template drops you into the same form with recommended behaviors and suggested context already filled in, and every field stays editable. Either way you work through:

• Details. A name and a short description. Keep the name plain, since this is what you and other admins will scan for in the table later.
• Audience. Everyone at your organization by default. Narrow it with the same demographic filters you use elsewhere in the platform, and watch the preview for an estimated recipient count. Picking several values inside one demographic widens the group, while adding a second demographic narrows it.
• Timing. A start date is required. An end date is optional, and a campaign without one runs until you turn it off or delete it.
• Nudge content. Pull from the Perceptyx nudge library, grouped by behavior category, from your own generated nudge sets, or from both. You need at least one source. Five behaviors is the recommended ceiling and you will see that as guidance, though nothing stops you from adding more. When you mix both sources, your custom nudges go out ahead of the library ones.
• Context and resources. A short note explaining why this group is getting these nudges is required, and it appears with every nudge in the campaign. You can also add a resource link with a label, which shows up alongside. The link and the label go together, so provide both or neither.
• Review. Read it properly, then launch it or click Save and Exit to keep it as a draft.

Two more things to plan around. Campaign nudges join the existing rotation rather than stacking on top of it, so nobody gets more nudges than usual, they just get campaign ones mixed in. And you cannot target a group at or below the confidentiality threshold, the same rule that protects small groups everywhere else in the platform, so widen the audience if the estimated count comes back too low.

For recipients there is nothing new to learn. Campaign nudges arrive the same way their other nudges do, with your context and link attached. One note if your organization has people working in several languages: the context and link label you write are shown exactly as you typed them and are not translated.

Nudge Generator, admins only

Nudge Generator turns your existing learning and development material into nudges, so the training people already sat through keeps showing up in small, usable pieces. Upload a file, give it a name, choose the job levels it is for, and you get a batch of nudges back to review and edit before publishing.

Each set has a toggle controlling who can receive it. Leave it on, which is the default, and the nudges can go to anyone at your organization when they are relevant, and you can still add them to a campaign. Turn it off and the set is reserved for campaigns only, so it never enters the general pool. You can flip it later from the set's settings, though changing it does not pull back nudges that already went out.

Nudges you create stay yours. They are never put into circulation for other organizations or used to train any models.

Custom Knowledge, admins only

Custom Knowledge teaches the platform about your organization, so coaching conversations sound like your company and point to your own resources instead of generic advice. You can define your leadership frameworks and organizational context, your preferred terminology, links to internal programs and tools, and the tone coaching should take. Settings apply company wide, and you can vary the instructions by job level or job category, so a manager and an individual contributor can be pointed at different resources for the same topic.

Where to go next

This article is the map. These are the step by step walkthroughs.

• Create an Action Plan
• Work with Intelligent Nudges
• Use On-Demand Coaching
• Creating Nudges with Nudge Generator
• Edit & Manage Action Plans
• Complete an Action Plan
• Set Coaching Preferences
• Add and Manage Campaigns (Admins Only)
• Configure Custom Knowledge (Admins Only)
• Activate Overview