Help CenterUse a repeatable private test to decide whether an employee is ready for its intended audience. Check the saved configuration, source processing, and actual responses separately.
Before you begin
Choose the employee, its owner, the source version, and a small set of questions with known answers. Keep the employee private while a factual mismatch remains unresolved.
Steps
1. Find the intended employee
Open Employees. Use All employees, Local knowledge, Presenters, or Training & issues to find the relevant entry, then open its details.
2. Review preparation details
In Overview, check Training status, Instructions, Persona, and Capabilities. Open Knowledge for each source's processing status, Tools for assigned apps, and Deployments for listed uses. Activity provides another view of the employee's recent activity.
3. Check a failure at the right level
Use Refresh status to read the current state. If a source reports a problem, inspect its content and any error shown. Refreshing status is not a source retry or proof that a wrong-answer problem is repaired.
4. Edit one controlled change
Choose Edit, change the relevant name, instructions, persona, or documents, and select Save employee. Return to the details and confirm that your change appears. The edit form does not let you change the Presenter capability.
5. Run the private test
Choose Talk to [employee name] from Overview. Use a fresh conversation for a clean comparison and record:
- At least five questions with exact answers in the source.
- At least three questions the source cannot answer.
- A request outside the job and a request that needs a person.
- Any allowed action, using approved test data and the intended confirmation step.
Compare dates, hours, prices, names, and other concrete facts directly. Keep the source excerpt alongside each failed response. A source can show Completed while the answer is still wrong.
6. Test supported presentation quizzes
For a Presenter, use its intended PDF or video and check any presentation and quiz controls available in that conversation. Verify navigation, question relevance, and expected answers before including the experience in a launch. A selected Presenter capability is not a completed presentation test.
7. Improve one cause at a time
Choose one source or instruction issue, make one change, and rerun the same questions. Record what changed and whether the result improved. Keep unanswered causes open rather than assuming a retry fixed them.
8. Review dependencies before removal
Check Deployments and any known website, phone, messaging, meeting, or scheduled use before removing an employee. Keep approved configuration and source copies. This guide does not establish recovery after deletion.
Expected result
You have a saved configuration change and a clear test record. The record identifies correct answers, remaining factual mismatches, and the capabilities still needing a separate test.
Status meanings
Completed means the displayed processing stage has finished. It is not a quality score. A saved configuration change confirms persistence of that setting, not the correctness of a later response.
Usage credit impact
Repeated conversations, processing, and connected actions may use credits. Use a compact, repeatable test set and check the balance before expanding it.
Information stored or shared
Test messages and attachments can remain in conversation history. Use fictional records for practice and protect source excerpts when sharing a failure with support.
Limits and permanent actions
Do not test by charging real customers, sending unsolicited messages, or deleting live records. Review the actual confirmation and result before treating any external action as successful.
Common problems and recovery
- The wrong employee is selected: open a fresh Chat with the intended employee.
- Completed sources give unsupported answers: keep the source and response evidence, review the configuration, and contact support if the mismatch persists.
- A saved change is missing: reopen the employee and confirm the save result before making further changes.
- A deployment list is empty: verify the intended destination directly before concluding the employee has no external uses.
Next step
Use the launch and improvement checklists once your private checks pass.