Guides

How to use: Navigate to "Teams" in the OPERATION section of settings to manage your organizational structure. View all existing teams in the table showing TITLE (team names with icons), MEMBERS (number of team members), TASKS (number of assigned tasks), and CREATED AT (when team was created). Create a new team by clicking the "+ Create team" button with keyboard shortcut (⌘C) in the top right corner—opens a form to set up your team. Enter a clear team name that identifies the department, function, or purpose—examples include "Development", "Support SaaS", "DevOps", "Marketing Team". Write a team description explaining the team's responsibilities, scope of work, and which areas they handle in the organization. Add team members by selecting employees from your user list—click to add multiple members who will be part of this team. Assign a team lead or manager by designating someone to oversee the team's work and performance—gives them additional permissions. Set team permissions controlling what the entire team can access—define which modules, features, and data they can view or edit. Configure team routing rules so work is automatically assigned to the appropriate team—tickets, deals, or tasks routed based on criteria like topic, location, or customer type. Create sub-teams or nested teams to reflect hierarchical structures—parent teams with specialized child teams underneath for complex organizations. Set team territories if working with geographic divisions—define which regions, accounts, or customer segments each team owns. Configure team-specific working hours if different from organization defaults—some teams may work different shifts or time zones. Set team colors for visual identification in calendars, reports, and dashboards—helps quickly identify which team owns what. Assign team goals and quotas for performance tracking—sales targets, ticket resolution goals, customer satisfaction scores. Click on any team name to view detailed information including full member list, assigned work, and team performance metrics. View team size in the MEMBERS column showing how many people belong to each team—ranges from 1 member to over 100 in larger teams. Check team workload in the TASKS column showing number of assigned tasks—helps identify overloaded teams or unbalanced distribution. Monitor when teams were created in the CREATED AT column—tracks team history and organizational evolution over time. Edit existing teams by clicking on the team row—update name, description, members, or settings as the organization changes. Remove members from teams while keeping them as system users—adjust team composition when roles or responsibilities shift. Archive inactive teams rather than deleting—preserves historical team structure and data without cluttering the active list. Balance workload by reviewing member and task counts across teams—redistribute work if some teams are overloaded. Create team-based reports to track performance metrics at team level—compare teams against each other or organizational goals. Set up team communication channels for internal collaboration—team-specific announcements, discussions, or shared resources. Transfer work between teams by bulk reassigning tickets, tasks, or deals when organizational responsibilities change. Use team structure for access control—grant permissions at team level rather than individual users for easier management. Review team composition regularly to ensure alignment with current organizational structure and business needs. Delete teams that are truly obsolete and no longer needed—only after confirming no critical data or assignments will be lost.