Structure & hierarchy

Team management in Sizemotion mirrors your org chart so reviews, goals, and feedback lands in the right places.

  • Departments & pods: Group people by function, product, or program for shared visibility.
  • Team ownership: Assign team leads, managers, and support roles to reflect accountability.
  • Cross-functional teams: Use team tags or shared parent teams for matrix reporting.
  • Dynamic teams: Create project teams for short-lived initiatives and retire them cleanly.

Roles & permissions

  • Admin vs manager vs member: Choose roles based on the level of access needed in teams, goals, and reviews.
  • Custom permissions: Limit who can edit teams, invite members, or publish goals.
  • Role templates: Clone common role setups (e.g., global manager, HR partner) to accelerate onboarding.
  • Impersonation & audits: Use impersonation for troubleshooting and audit logs to review changes.

Workflows & approvals

Keep your org healthy with automated steps.

  • Team review cadence: Schedule quarterly checkpoints to adjust reporting lines and roles.
  • Membership requests: Let managers request access and route approvals to HR or admins.
  • Bulk edits: Use CSV uploads to move dozens of people between teams or update lead information.
  • Auto notifications: Notify managers when their direct reports change or join new teams.

Insights & dashboards

  • Team pulse: View growth, open roles, and goal completion across every team.
  • Review readiness: Check if reviewers have recommended calibrations or unresolved feedback.
  • Headcount planning: Forecast hiring needs by comparing current team sizes to goals.
  • Access reviews: Schedule quarterly checks to ensure team membership matches policy.

Best practices

  • Document every change to teams so you can trace decisions during reviews or incidents.
  • Use naming conventions (e.g., `Infra → Platform SRE`) so teams sort predictably in dashboards.
  • Sync Sizemotion teams with your HRIS or org-chart tool to avoid drift.
  • Train managers to use the team insights before making compensation or promotion decisions.

Next steps