Hello, 

I’ve been unable to sign into Teams on Mac – it all started when I had issues with OneDrive a few weeks ago and had to re-download OneDrive. I’ve read some other support logs, and I’ve discovered that I had no “Teams” folder under Library > Application Support > Microsoft > (empty… should have ‘Teams’)

This other thread suggests getting log files to troubleshoot – which I discovered I do not have, adding “Teams” to that Microsoft folder in Library, but that didn’t work for me. I’m still getting the same error. I really need Teams client on my Mac to do my work – never had issues prior to the OneDrive problems. Can anyone help?

​Hello, I’ve been unable to sign into Teams on Mac – it all started when I had issues with OneDrive a few weeks ago and had to re-download OneDrive. I’ve read some other support logs, and I’ve discovered that I had no “Teams” folder under Library > Application Support > Microsoft > (empty… should have ‘Teams’) This other thread suggests getting log files to troubleshoot – which I discovered I do not have, adding “Teams” to that Microsoft folder in Library, but that didn’t work for me. I’m still getting the same error. I really need Teams client on my Mac to do my work – never had issues prior to the OneDrive problems. Can anyone help?  Read More

​

Before today on SharePoint, we had a page displaying a list among other things. This list contained one item that contained names. It used to list out the names horizontally so you could see everything but now it lists the names vertically and you cannot see them. Any suggestions on how to get it to look like it used to? Or is this a SP/Lists change that we will just have to learn to live with or find a new implementation.

This is what it used to look like.

This is what it looks like now.

​Before today on SharePoint, we had a page displaying a list among other things. This list contained one item that contained names. It used to list out the names horizontally so you could see everything but now it lists the names vertically and you cannot see them. Any suggestions on how to get it to look like it used to? Or is this a SP/Lists change that we will just have to learn to live with or find a new implementation. This is what it used to look like.This is what it looks like now.  Read More

​

Just because you build it (or implement it) does not mean employees will simply adopt it. It takes planning, discussion, and communication.

Good rollout methodologies do include good implementation – implementation based on planned compliance and adherence to our privacy and security policies. At Microsoft, our IT team balances employee self-service with managed guardrails to protect the business. As we scale any solution, app, or service scales for use by our employees and guests, we focus on end user readiness, adoption, and proactive feedback loops that lead to informed decisions and course correction.

This article provides insights directly from Microsoft Digital, Microsoft’s own IT department (formerly MSIT). Microsoft Digital is using the advent of generative AI to reexamine and transform our entire IT infrastructure, to empower our entire workforce. The rapid advancement of AI is enabling us to rethink every dimension of IT, from the apps, workflows, and services that power our employee experience, to the network, infrastructure and devices that power our employee productivity, grounded by content that adheres to levels of access, policies, and labels (classification). You’ll discover lessons learned and best practices from the breadth of activity and decisions Microsoft Digital reasons over our broader “global landscape” (see below graphic).

PowerPoint slide screenshot: The global landscape “by the numbers” – scale of activity and resources within the Microsoft’s Microsoft 365 tenant, as presented by the Microsoft Digital team at a recent external event.

“We engage Microsoft employees. We hear their feedback, and we work to close the loop. We learn from employees (about) what’s working and what’s not and incorporate that into our adoption approach with governance in place.”

– Eileen Zhou (Senior Program Manager, Microsoft Digital) 

The degree of formality and the depth to which you need to document the governance plan should align with the outcomes you want to achieve. The vision, thus, provides a framework for both the context and investment in governance. Microsoft 365 creates new paradigms for technologies to support the business. These new paradigms change the way these technologies are adopted, managed, and governed.

Take a moment to review two videos presented by Microsoft Digital – one focused on governance when considering adoption and rollout of Microsoft Copilot and one that focuses on broader guidance when assessing the whole of your Microsoft 365 tenant. Below the video, you’ll find additional insights and common resources to help guide and plan your approach to governance at your organization.

Two insightful “How Microsoft does it” videos

“Governance and admin in the era of Copilot” presented by Eileen Zhou (Senior Program Manager) and David Johnson (Principal PM Architect). Sit back and learn how Microsoft empowers its own employees with guardrails and governance to set ourselves up for success with Copilot for Microsoft 365. Hear direct from our deal who plans for a mitigates how we deal with oversharing and sprawl. You’ll discover what you can do today and where we and technology are headed. Watch now:

“Tenant governance best practices” presented by David Johnson (Principal PM Architect). Learn from Microsoft IT what it considers to be must-do tips and best practices to govern a Microsoft 365 tenant, end-to-end. You’ll hear and see insights about how an enterprise deals with sprawl, oversharing, and compliance – while empower employees to work together and move the business forward – with fewer missteps. Watch now:

Taking it all in…

Your investment in Microsoft 365 is only as good as the value of the content and experiences you enable – so thinking about governance at the start of your journey ensures that you neither lock down or enable too much before you have had a chance to understand and evaluate the implications of each decision. There are multiple “knobs and dials” you can turn in Microsoft 365. An effective governance plan is critical to achieve business goals – but governance is about balancing risk with benefits. If we lock everything down, people will find a way to work around the rules if they need to do so to get work done.

Thinking about governance first allows you to:

Balance risks and benefits.
Adapt to different organizations and different types of content and scenarios.
Align to business priorities. 

PowerPoint slide screenshot: Ten steps for getting tenant data governance right with Copilot for Microsoft 365, as presented by the Microsoft Digital team at a recent external event.

Your organization might require that you implement strict controls on how these teamwork tools are used; naming and classification (sites, groups, files, calendars, etc.); whether guests can be added as team members, and who can create them. You can configure each of these areas and more. And we are here to help guide you to the best related customer evidence, documentation, blogs/articles, and videos – all found below in one place.

Keeping it all connected and secure is key to a consistent experience. Microsoft 365 teamwork is built on an intelligent fabric that provides a seamless connection between people and relevant content, with the Microsoft Graph, a single team identity across apps and services, and security and compliance with centralized policy management.

Related resources

“How Microsoft does IT” (adoption.microsoft.com)
Create your own collaboration governance plan (Microsoft Learn)
What is collaboration governance? (Microsoft Learn)

Microsoft 365 Governance Questions (SharePoint, Teams, Viva Engage, OneDrive, and more) by Susan Hanley, Information architect, founder, and president of Susan Hanley LLC (Updated July 25, 2024)

“Deploying Copilot for Microsoft 365 and AI at Microsoft with our works councils” by Lukas Velush (Inside Track)

Ultimately, the success of your governance planning efforts depends on how well you have communicated expectations to the members of your organization.

Thanks for your time and happy governing, Mark Kashman

​Microsoft Tech Community – Latest Blogs –Read More 

In today’s dynamic work environment, continuous development and self-awareness are critical and crucial for employees and their personal and professional growth. Viva Glint 360s can provide leaders and high potential employees with tremendous value, such as increased self-awareness, enhanced performance, opportunities to learn and grow, and help organizations achieve their business and engagement goals.

360 Feedback is available now and included with Viva Glint. We’ve streamlined the 360 process making it easy for HR teams to manage programs, raters to give feedback and employees to interpret results and take action. Take a quick look at how it works and read on for more details.

What is Microsoft Viva Glint 360 Feedback Program

360-degree feedback, typically known as multi-rater feedback or multi-source assessment, is a process where employees receive feedback from various sources, including their supervisors, peers, direct reports, and even themselves. This comprehensive approach provides the employee with a well-rounded view of their strengths and opportunities, offering them valuable insights that a single perspective cannot.

Viva Glint 360 Feedback is designed for personal growth and development, not performance management. Ensuring 360s are developmentally focused helps increase candor and reduce bias from colleagues trying to influence the outcomes of the feedback in favor of or against the participant.

Customers use Viva Glint 360s for a variety of needs:

High-potential or high-impact development: 360s can help grow and retain high-potential and high-impact talent. Whether focused on an individual or a group of leaders, organizations often embed 360s into executive or emerging leader programs.
Point-in-time development: Organizations can collect 360s annually for a broader subset of employees, like mid-level leaders. The feedback would focus on the competencies or behaviors that drive performance and development.
Event-based development: It is becoming increasingly popular to use 360s to provide developmental feedback after a specific event or experience, such as the completion of a large-scale project.

Viva Glint 360s are built on a methodology backed by the latest organizational research and best practices. Viva Glint’s People Science team conducted a comprehensive study of academic research, commercial 360 models, and organizational competency frameworks. This resulted in our 18-item, out-of-the-box 360 survey, along with 24 alternate items. Our 360 program has been tested and validated by our People Science team to ensure the program is both comprehensive and reliable.

How it works for employees

Admins assign employees to become a 360-program subject. As a 360 subject, employees complete a self-assessment and request feedback from various others such as their manager, direct reports (if a people manager) and other collaborators. A 360 program shares different viewpoints about the way they work from the people they work with. They can compare their assessment against peer feedback; and the goal of the 360 is to help them increase self-awareness around key strengths, opportunities, and the impact they have on others. It is a foundational step toward professional growth and meaningful change. For more information on how this works for employees, click here.

Viva Glint 360s provide in-product guidance to streamline the process for both the rater and employee receiving the feedback. Raters are prompted through thought-starters and in-line guidance designed to reduce bias and the need for extensive training. Employees use interactive reporting and in-platform coaching to help interpret their feedback, quickly identify strengths and opportunities, and easily create development goals.

Benefits for employees:

Increased Self-Awareness – Employees gain a better understanding of how their actions and behaviors are perceived by others, leading to increased self-awareness and personal growth.
Enhanced Performance – By identifying strengths and areas for improvement, employees can focus on specific skills and behaviors that will enhance their growth and performance.

How it works for HR admins

HR teams can run the entire 360 process through automation of key processes such as set-up, communication, response tracking, follow-up, and report generation, including selecting raters and setting up automated reminders.

An admin or HRBP can set up the 360, but a manager cannot. The admin/HRBP can also set up the entire 360 process for a busy leader to minimize the work needed by the executive. This includes selecting all their raters and setting up automated reminders for raters to provide feedback.
Coach Designation: Only admins can launch 360s. Anyone in your HRIS system can be designated as a subject’s coach and be notified by email when one of their subject’s 360 reports is available.

Benefits for HR admins

Automate key HR tasks in the 360 process and save time.
Launch 360s easily to more people in your organization to develop more leaders.
Connect focus areas across engagement surveys and 360s, to encourage ongoing action-taking across development initiatives.

Setting up your 360 program

Customers have unlimited access to 360s and can run multiple 360 programs in parallel. The number and content of survey questions can differ, for example, one for managers and a more in-depth one for executives. To ensure success, the 360s process should be:

Intentional: Clearly define the purpose of the feedback process and align it with actual business needs and organizational values.
Relevant: Ensure the feedback process is relevant to the employee’s job and development journey.
Supportive: Provide support to both the raters and the participants to ensure effective feedback and understanding of the process.
Ongoing: Integrate developmental goals into other organizational practices to encourage accountability and follow-through.

Summary and resources

With Viva Glint 360s, any organization can develop more leaders by providing them with relevant feedback, actionable insights about strengths and opportunities, and a platform that makes sustainable growth possible. Maximize the benefits of 360-degree feedback and foster a culture of continuous improvement and development.

We have a lot of resources to learn more about the benefits, design and setup for Viva Glint 360s. For more information on program set up, here are some helpful links:

Viva Glint 360 Overview https://aka.ms/VivaGlintPSE360s
Viva Glint 360 feedback General Settings (preview) | Microsoft Learn
360 User Roles and permissions (preview) | Microsoft Learn
360 program design and templates (preview) | Microsoft Learn
Viva Glint 360 feedback program email templates (preview) | Microsoft Learn

​Microsoft Tech Community – Latest Blogs –Read More 

Hi there!

I’ve looked everywhere on this forum but I could not find any topic about this problem I’m having. May be I’ve used the wrong keywords to search for. Sorry if that is the case.

After creating custom columns in the Document Library, it is also visible in child folders.

Is there a way to only have the custom columns being applied to the parent folder and not the child folders below it?

Thanks in advance!

Allan

​Hi there! I’ve looked everywhere on this forum but I could not find any topic about this problem I’m having. May be I’ve used the wrong keywords to search for. Sorry if that is the case. After creating custom columns in the Document Library, it is also visible in child folders.Is there a way to only have the custom columns being applied to the parent folder and not the child folders below it? Thanks in advance! Allan  Read More

​

any script to remove stie collection admins from one drive through graph ?

​any script to remove stie collection admins from one drive through graph ?  Read More

​

Hello,

I wish to add attachment to under Checklist. 

Because after i can’t find relation easily between Checklist and attachment. 

Also With this abilities Checklist will be better:

1. Add Sub checklist under top level Checklist. This is for important for checking mini missions.

2. Assign employee to directly Checklist 

3. Add attachment to directly Checklist

4. Assign person as Supervisor , designer etc. Ability with can add roles with options is better to management. 

​Hello,I wish to add attachment to under Checklist. Because after i can’t find relation easily between Checklist and attachment. Also With this abilities Checklist will be better:1. Add Sub checklist under top level Checklist. This is for important for checking mini missions.2. Assign employee to directly Checklist 3. Add attachment to directly Checklist4. Assign person as Supervisor , designer etc. Ability with can add roles with options is better to management.   Read More

​

I have the Microsoft teams add-in in outlook but when I want to make an new appointment i don’t see the Teams button.

When I look into “manage add-ins”, I see that the Teams add-in is “active”.

​I have the Microsoft teams add-in in outlook but when I want to make an new appointment i don’t see the Teams button. When I look into “manage add-ins”, I see that the Teams add-in is “active”.     Read More

​