Team dashboard
The Team dashboard is owned by the HR agent (and shares some metrics with the Team agent for the people-facing side). It exists to answer two questions:
Do we have the right people? Are they being run too hot?
What it tracks
| Metric | What it is |
|---|---|
| Headcount | Active employees, by department and role. |
| Revenue per employee | Trailing-12-month revenue / current headcount. |
| Attrition rate | % of employees who left in the last 12 months. |
| Burnout signal | A composite of overtime, leave balance, and ticket load. |
| Salary compliance | % of salaries paid on or before the due date over the last 6 months. |
| Manager span | Average reports per manager. |
| Hiring velocity | Average time from requisition open to offer accepted. |
The dashboard's main panel is a stacked bar of headcount by department, with a "should we grow / hold / cut" indicator beside each. The indicator is driven by revenue-per-employee against your peer cohort.
What data the HR agent needs
The minimum:
- Employee list — name, role, department, start date, status (active / on-leave / left).
- Salary structure — base, allowances, deductions, currency, frequency.
For richer signals:
- Attendance — daily check-in/check-out, regularised leave.
- Leaves — applied, approved, balance.
- Performance reviews — even an informal monthly rating helps.
- Tickets or tasks closed — for the burnout signal.
You can paste the employee list in once, then add fields incrementally. The dashboard will start filling in scores as inputs land.
How the Team score is calculated
The score weights:
- Productivity (30%) — revenue per employee against peer cohort
- Stability (25%) — attrition rate (lower is better)
- Burnout (20%) — composite signal, inverted
- Compliance (15%) — salary on-time payment rate
- Structure (10%) — manager span within healthy band (4–7)
A small team that ships a lot will score very high. A large team with high attrition and erratic payroll will score very low — even if revenue per employee is OK. The goal is healthy people producing healthy output.
Burnout signal
This is the single most useful number in the module. It is composite — none of its inputs alone catch burnout, but together they're a strong predictor.
The inputs:
| Input | What it indicates |
|---|---|
| Overtime hours | More than 10/week sustained → red |
| Leave balance | High unused leave → person hasn't stopped |
| Ticket / task load | Sustained spike in workload |
| Late check-ins | Drift in start time |
| Last review rating delta | Performance dropping |
Each input is normalised to 0–100; the burnout signal is the weighted average. Anything above 70 surfaces a Red Flag with the employee's name and a suggested intervention (1:1, workload review, time off).
Privacy note: Burnout signals are visible only to Admins and Managers. We do not show an employee their own burnout score in the app — it changes the data (people game it). Managers see it as a tool for action, not a metric for review.
Talking to the HR agent
| You say | What happens |
|---|---|
| "Who does Bob report to?" | Queries the org chart. |
| "Start a requisition for a Senior Go Engineer." | Opens a job req and drafts the JD. |
| "Onboard the new hire Alice." | [Task] Multi-step flow: email, payroll entry, manager intro, IT provisioning. |
| "Run payroll for May." | Calculates, shows preview, requires confirmation. |
| "What's the policy on remote-work equipment?" | Searches the Employee Handbook (RAG) and cites the section. |
| "Approve Priya's leave request." | Moves the request to approved and notifies Priya. |
| "Who's on leave next week?" | Lists upcoming approved leaves. |
The HR agent is also the only agent that defaults to a confirmation gate for actions that touch money or contracts. Payroll, salary changes, and offer letters always require a second human click.
Payroll
Payroll runs in three steps:
- Prepare — thola calculates the run based on your salary structures, attendance, and any one-off adjustments. Shows you the breakdown.
- Preview — you see each payslip individually. Adjust if needed.
- Pay — for each employee, either mark as paid (if you pay outside thola), or initiate via integrated payouts (where supported).
Every payslip generated is stored in the workspace document store; employees can view their own under Profile → Payslips.
Leave management
Leave policy is defined in Settings → HR → Leave policy. Per-leave-type you set:
- Annual quota
- Carry-over rule
- Encashment rule
- Approval chain
Employees apply for leave in chat ("apply 2 days casual leave for Friday and next Monday") or via the dedicated Leave screen. The HR agent enforces the policy and routes for approval.
Attendance & geo-tagging
Attendance can be:
- Self-marked — employee taps Check In / Check Out in thola mobile.
- Geo-tagged — required location; thola only accepts the punch if the employee is at the office or assigned site.
- Bulk-imported — for businesses migrating from another tool.
Geo-tagging is essential for field teams and is a thola mobile feature — see Mobile → Attendance & fieldwork.
Common questions
Will employees see the Team dashboard?
No. The Team dashboard is visible only to Owner, Admin, and any custom role with team:read permission. Employees see their personal dashboard with their tasks, leave balance, and payslips.
Can I disable the burnout signal? You can hide it from the dashboard, but you cannot disable the underlying computation — it's used by the Diagnostics agent for Red Flags. To hide: Settings → Team → Visible metrics.
Can I use thola for HR without using thola for anything else? Yes. Each module is independent. You can run the Team dashboard as a standalone HRMS, ignore the others, and still get value.
→ Next: Process dashboard