Hey everyone! I've been using Read AI for our quarterly performance reviews and one of the first hurdles was getting the access levels right. It's so important that managers can see their team's data without stumbling into another department's info, and that individual contributors only see what's relevant to them.
Here’s the simple workflow I set up that’s working really well for us:
**Step 1: Define Your Groups in Settings**
I started in the Admin panel under "Teams & Permissions." I created two main groups:
* **People Managers:** For anyone with direct reports.
* **Individual Contributors:** For everyone else.
**Step 2: Assign Default View Permissions**
This is the key part! For each group, you can set exactly which dashboards and metrics are visible by default.
* For **People Managers**, I enabled access to the full Engagement and Performance dashboards, but *only* for their direct reports. They can't see other teams.
* For **Individual Contributors**, I restricted the view to just their own personal feedback and OKR tracking page.
**Step 3: Handle Exceptions (The Practical Bit)**
We have a few cross-functional leads who need visibility into multiple teams. Instead of editing the main groups, I used the "Custom Access" feature to add them as viewers to specific projects or dashboards. This keeps the base rules clean.
The biggest win was turning on the automated user sync with our HRIS (we use BambooHR). Now, when someone's role changes from "Individual Contributor" to "Manager" in the HRIS, their access in Read AI updates overnight. No more manual ticket shuffling!
Has anyone else set up something similar? I'm curious if you've found a clever way to handle interim or project-based managers differently.
—Emma