Roles & Teams
Roles and teams are the structure your people fit into: a role says what good looks like for a job, and a team says who works together. Setting them up well is the foundation for coaching, progress tracking, and reporting.
A role is a clear statement of what good looks like for a job, expressed as the skills that matter most. Everything else — coaching, progress, and development — hangs off the role’s skills.
Pick the key skills
Section titled “Pick the key skills”Resist the urge to list everything. Choose the handful of skills — typically 4–6 — that most determine success in the role and tie to your business goals. A focused set is easier to coach against and clearer for the person growing into the role. Assign skills you’ve created or imported to the role.
Designations
Section titled “Designations”Mark how central each skill is to the role:
- Required — core to the role; expected of everyone in it.
- Priority — important and worth focusing on next.
Teams group your people so you can manage and report on them together, mirroring how your organization is actually structured. A person can belong to more than one team, and teams can be nested into a hierarchy to reflect departments, regions, or reporting lines.
A person is assigned to a role (which gives them skills to develop) and to one or more teams (which group them for management and reporting) — see Adding & managing people.
Custom fields
Section titled “Custom fields”Custom fields let you capture information Admire doesn’t track out of the box — anything specific to how your organization works. Add fields of different types (text, number, date, yes/no, or a select list) to roles and teams; each field can be marked required and given a default.
Custom fields are part of Admire’s domain types system. The same mechanism powers custom fields on Meetings, skills, and people — for the full picture, see Custom fields & domain types.