Video & Transcript: Delegate To A Manager
Delegate a part of your organization to a manager without giving them access to everything.
Contents:
1. Delegate part of your organization video
2. Delegate part of your organization transcript
00:00 Hi, my name is Rory. I'm a member of the customer team at Functionally, and in this video, we're going to explore how to delegate scenarios through a specific use case that our customers frequently, ah, talk to us about, which is, ah, workforce expansion.
00:15 So, in this example, we're going to use our start-up, our demo start-up, ah, Brixel, and, ah, in this example, they've just raised funds, so they're looking to expand their operations, their sales teams, uhm, and we want to look at that through the lens of a customer team.
00:31 Uhm, so, the concern that Clymeng here, who is our, ah, our chief operating officer has, is that he doesn't want Theodore, who's the head of customer, or the VP of customer globally, to be able to see compensation for other teams, ah, or for other, for other business See you in a bit.
00:48 Uhm, so, if we switch on compensation on our org chart, and if Cly were to give, ah, Theodore access to this scenario, then he would be able to see all of the compensation for the rest of the organization.
01:01 But we don't want to be able to, we don't want Theodore to see that. But we want to be involved with the workforce planning or the workforce expansion efforts.
01:10 So Clyde. Is going to delegate by right-clicking on the customer label here. We can see that we can, we can delegate.
01:19 Uhm, and we're going to call this version 2025 customer. And we'll include compensation. And then once we make this version, Clyde will then share it with.
01:36 And so we can see here as an automatic option, it will pop up saying that you can invite people. So, uh, Clyde will then at this stage share with Ted or and make him either a sensitive data editor so that he can see compensation for his business unit or else, uh, he will, uh, make him an owner of the
01:55 scenario. So we can see here, we've got 51 positions for the green. Customer organization, and they're, they're broken down along geographic, uh, along regions.
02:06 Excuse me. Um, now this scenario is not an orphan scenario. It has now become related to the, uh, the master scenario that that Clyde is in charge of.
02:18 And if we open our left hand menu, and then click on the Explorer icon, and then click to open the accordion option.
02:24 For related scenarios, we can see that it's, it's linked to, uh, to Brixel, uh, 2025. Um, so what we want to be able to do now is to, to make changes to just our customer org based on, you know, that growth idea that we want to expand the company.
02:41 So in this example, uh, Brixel have identified that they want to be able to support larger customers, uh, they're, they're.
02:48 The type of customers they're, they're operating with, or that they're selling to has grown, and so they're now entering into an enterprise space.
02:57 Um, so Teodor, our VP of customer has identified that there is a need for more, uh, enterprise focused customer success managers and support people.
03:08 So we're going to look at all layers of the customer org. And here we can see when we look at the customer org, there's more, uh, kind of generic customer success managers.
03:19 But what we want to be able to do are to, is to create those, uh, enterprise customer success managers. And then we're going to switch on compensation so that we can see it for our organization.
03:31 And then we want to switch on our group, uh, our, our group calculations as well. So we want to switch on our.
03:37 Our group compensation to be able to kind of keep a track on that and our group FTE, just to be able to keep a track on that as well.
03:43 And then by clicking the red, save for everyone button, that's going to turn that into the default view for whenever Teodor comes back and, and, uh, opens this scenario.
03:54 So I'm just going to clean up some of the missing compensation here. So we want to create a new customer success manager position, and I'm going to maybe start with by just duplicating that.
04:05 That doesn't duplicate, uh, compensation, but we're going to rename this, uh, customer success manager. And then we'll just put comma enterprise at the end.
04:16 And then we'll add in compensation for this position. Um, we're going to say that it's 170. Okay. And then we want to be able to create that for each of the different regions.
04:29 So that's our APAC region there. As we can see at the top, that's the APAC customer success region. And we want to do that for the other regions also.
04:38 So we've got an enterprise customer success manager here.
04:49 For EMEA as well. We're going to add in our compensation. And then we'll do the same for LATAM.
05:05 The other thing we can also do if we want to create guidelines is we, we can, or goals rather, excuse me, we can create, uh, goals for each region.
05:25 So if we want to say that they need to operate between certain targets, so we want to say that their customer success team needs to have between six and eight people, or that their compensation can be no more than 1.3 million, then we can set those targets for them as well and make sure that they don't
05:48 kind of go over those operating targets. So we've created those enterprise customer success manager roles. Uhm, we're also going to create some enterprise support roles as well because they've identified that they need to be able to effectively support these.
06:01 Uhm, so we'll say 160, and then we'll add in enterprise, add in our compensation.
06:14 And then the last one, oop, excuse me, well we can do that here by, uh, clicking on the compensation field.
06:42 Okay, so we now have our new positions for the customer. Customer team, so, uh, Teodor, our VP of customer has proposed those new positions and, uh, they're just, at the moment, they are in as draft position, uh, draft vacancies, um, but we want to add them in as proposed.
07:06 So we're going to open our side, our right hand menu by clicking on the white space on any position or on the position.
07:18 And we'll change it to, uh, proposed and we'll do the same for our other ones as well. But that doesn't change the, the main organization.
07:43 So we've got those draft vacancies, but this is just in the customer org. It doesn't mean that they are, have been approved or that they're in the, the main organization.
07:53 So we're going to go back to, uh, our, our main organization. We'll open it in a separate tab. And Clio is going to change the relationship to, uh, we'll change it to source.
08:05 There we go.
08:17 So we can, by changing it to source, we're saying that, um, it can only, draw changes from the customer org.
08:21 We don't want the customer org to be pulling changes in from this scenario. So, thank you. We can see here that we've got new changes in that organization.
08:29 So, Clio is now looking to see what those changes are. And when he hits that refresh button, he's going to be able to see a list of those changes.
08:36 So, he can, Clio can look and see what all of the changes are that Teodor, our VP of customer, is proposing, and then can essentially just tick to approve any of them.
08:49 Uhm, so he's going to approve all of these, and he's going to import them. So, then we can also look, ah, to see those changes within the, the customer organization.
09:11 We can see there, here, that our, ah, customer success manager, the enterprise role, has been added for APAC, and we can see it's also been added for the customer support, and then for different regions, as well.
09:38 that, ah, all of those different, ah, positions have been added to our organization. Now, if Clyde was delegating to the different teams, to all of his different teams, whether it was customer, or whether it was, ah, to the people and culture team, or to, ah, the rest of the operations organization,
09:55 or even to, if he was delegating to the finance organ, that they were all proposing changes, he might struggle to keep those up with those things, all of those changes.
10:05 So, one way for Clyde to, ah, understand those changes is to run a comparison. So, he can, ah, click on the change plan in the left-hand menu, and then he can choose to either look at a previous version, so he's going to look at the previous version of this scenario.
10:24 And we can see those changes from the customer organization, then, in, ah, the change plan.
10:34 Now, obviously, if he had delegated to a bunch of different, ah, departments or divisions, he would see all of those changes in here.
10:42 And then, also, in the forecast sheet, he would be able to see, ah, let's say that he, he wanted to look at the, the change in compensation.
10:50 So we'll select by color, and we'll select, ah, so group by color, excuse me, and then we'll, ah, select compensation as the data we want to look at.
10:59 Clyde can come in here and see the different functional areas and how, ah, compensation is changing over time for our different functional areas.
11:07 So we can see here that, ah, for our customer team, ah, it's not really changing because I haven't added in start dates.
11:13 But if we, ah, go back to our scenario, or to our org chart rather, excuse me. And let's say that we add in, ah, start dates in the future.
11:30 So we're just going to add in different start dates for all of, or, eh, eh, eh, eh, eh, eh, eh, add in start dates for these.
12:02 So that then when we look at the forecast sheet. And we look at compensation, and then we look by our different functional areas.
12:38 If we go down to look at our customer success team, we can see, uh, that when we get to September, there's a, a, a big jump in compensation.
12:45 And we would see also the same thing for full time equivalent where it's, it's changing over time. The one other thing that, uh, Clyde can also do, uh, with those positions is he can say that they have been approved, um, so that it will let the talent acquisition team know that they can start then hiring
13:04 for them. And the way to approve those positions is by again, opening the menu, the right hand menu for any position by clicking on the white space or the ellipsis in the top right hand corner here, and then selecting to open.
13:18 And Clyde can say, okay, well, I've approved this, and I've approved this one. You can also then view those different vacancy statuses on, uh, the forecast sheet as well.
13:33 So this, uh, kind of walks through in a, along with a few other features as well, this walks us through how to create a related scenarios and delegate to somebody so that they don't see the compensation for the entire organization.
13:45 And so that you can feel like you can, uh, yeah, delegate that work to one person rather than having to do it all yourself.
13:53 I hope this is useful. Uh, feel free to reach out to us on support at functionally.com. That's support at functionally.com if you have any questions or comments.
14:01 Thanks very much. Bye-bye.