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The Manager Hub in Wazo serves as a dedicated command center for people managers. It centralizes all essential tools and insights a manager needs to effectively track, support, and develop their teams. With real-time data, actionable tools, and built-in feedback systems, it offers a seamless and efficient management experience in one unified platform.
The Manager Hub is thoughtfully organized into four key sections: Dashboard, My Teams, Analytics, and Pulse (Anonymous Feedback). Each of these sections provides managers with targeted insights, decision-making support, and the ability to take meaningful action.
Whether it's reviewing team performance, analyzing engagement trends, collecting anonymous feedback, or managing day-to-day activity, the Manager Hub equips leaders with everything they need to boost team engagement and drive high performance—all in one place.
The Manager Tools feature streamlines leadership by bringing everything a manager needs into one unified space. No more switching between scattered tools—managers can efficiently handle team management, communication, and planning from a single, accessible hub.
It enables better decision-making by providing real-time data and insights. Instead of relying on gut instincts alone, managers can lead with confidence, supported by measurable trends and employee feedback.
Continuous feedback is made simple through features like Pulse, which allows teams to share input anonymously. This empowers managers to respond quickly to concerns and stay connected to what truly matters for team morale and productivity.
By making recognition, goal tracking, and feedback visible and real-time, Manager Tools boost overall employee engagement. It helps foster a transparent, responsive, and motivating work environment.
Importantly, the feature also enables early intervention. Managers can detect signs of disengagement, burnout, or unmet development needs before they escalate into bigger issues. In short, Manager Tools help turn good managers into great ones.
A team lead logs into the Manager Hub and sees on the Dashboard that 40% of goals are nearing deadlines. Check My Teams to find one employee who hasn’t received recent recognition. Reviews Analytics and noticed a dip in awards last quarter. Opens Pulse and finds anonymous comments about workload stress. With this insight, the manager schedules a team meeting to discuss priorities and balance workloads — preventing burnout before it escalates.
Wazo’s Manager Hub moves leadership from reactive to proactive — transforming team management into a strategic advantage.
The Dashboard provides managers with an immediate overview of their team's overall engagement and performance. It consolidates real-time data from goals, recognitions, awards, and Pulse feedback into a clean and actionable interface. This allows managers to quickly assess how their team is performing and where attention is needed most.
It helps by offering real-time visibility into overall team health. It highlights urgent actions, such as overdue goals or team members lacking recognition. By presenting consolidated metrics, it provides essential context for leadership decisions and encourages consistent recognition and support efforts.
Use Case – Prioritizing Support Using Self-Determination Theory:
A manager logs into the Dashboard and notices a decline in Pulse sentiment. Additionally, two team members haven't been recognized for months. Understanding Self-Determination Theory — which emphasizes the need for autonomy, competence, and relatedness — the manager decides to hold one-on-one meetings with these employees. These sessions focus on recognition and growth opportunities. This timely, focused intervention improves morale and prevents disengagement or turnover.
The Dashboard has a measurable impact. It increases team motivation and satisfaction, promotes proactive and responsive leadership, and nurtures a culture grounded in engagement and accountability.
The Dashboard is the main landing view of the Manager Hub. It presents a high-level snapshot of your team's engagement, progress on goals, recognitions, and other key indicators — all in one place.
Where to Find It:
Managers can access the Dashboard by navigating to the Manager Hub through the main navigation bar and selecting “Dashboard.”
What You’ll See:
The Dashboard includes several important modules. The Team Goal Summary shows how many goals are currently created, in progress, close to deadlines, or completed. The Recognition Stats highlight how many recognitions were given or received recently. The Awards & Badges Summary gives a quick overview of how many awards and badges have been earned. The Pulse Overview acts as a health indicator using recent Pulse feedback trends. Finally, Key Highlights or Alerts draw attention to critical issues such as unrecognized employees, overdue goals, or drops in engagement.
How to Use:
Use the Dashboard to monitor engagement trends and determine whether morale is rising or falling. Identify team members who may require feedback or support. Prioritize actions by focusing on goals nearing deadlines or recognitions that have been lacking. Ensure achievements are consistently celebrated to maintain motivation.
Why It’s Useful:
The Dashboard saves time by summarizing critical metrics in under a minute. It enables quick actions based on real-time insights and fosters proactive leadership without needing to wait for formal reviews or reports.
My Teams offers a detailed, people-centric view of all direct and indirect reports. It provides managers with an in-depth understanding of each team member by showing their journey, current goals, recognitions, earned badges, and Pulse responses. It is especially useful for tailoring coaching and identifying both high-potential employees and those needing additional support.
This section helps managers personalize leadership and coaching based on real-time insights. It supports early detection of performance challenges or rising stars and fosters a transparent, fair team environment.
Use Case – Applying Social Comparison Theory for Recognition Equity:
A manager using the My Teams section notices that two equally high-performing engineers are being recognized very differently. Based on Social Comparison Theory — which states that employees evaluate their success relative to their peers — the manager understands the potential for imbalance or resentment. The manager addresses this gap by ensuring equitable recognition, reinforcing trust and team harmony.
The impact of My Teams includes increased fairness and transparency, stronger individual engagement through personalized support, and deeper trust between managers and team members.
How to Use My Teams:
On the left-hand panel is the Team Selector, listing team members vertically. Clicking on a name loads that person’s data on the right side, which is organized under three tabs: Insight, Goals, and Growth.
At the top-right, two filters are available. One allows you to toggle between Given and Received recognitions or awards. The second lets you filter the timeframe (e.g., Last 3 Months, Last Year). These filters dynamically adjust the data displayed for the selected employee.
In the Insight Tab, you'll find an overview of engagement metrics. It shows the total number of awards, recognitions, and badges the employee has received. Below these totals, charts visualize the distribution of these achievements over time, either monthly or quarterly. Any categories with no entries are flagged as “No data available,” helping managers detect disengagement.
The Goals Tab displays all goals — both active and completed — for the selected employee. Each goal shows its title, due month, and progress percentage. Expanding a goal reveals task details including the description, tags, and a breakdown of sub-tasks with their status and manager comments.
The Growth Tab highlights all growth conversations held between the manager and the selected employee. On the left side, it lists the Growth Areas that have been discussed over time, helping track developmental themes and feedback loops.
Example User Flow:
A manager selects Salim Akther from the team list. In the Insight tab, they notice seven recognitions and eight badges, but no awards. Charts reveal a decline in recognition over the past three months. The manager switches to the Growth tab and initiates a developmental conversation. They then set a goal via the Goals tab and return later to the Insight tab to measure the impact.
Psychological Foundations:
Self-Determination Theory: Visibility into achievements enhances intrinsic motivation.
Recognition Reinforcement: Ongoing recognition drives long-term engagement.
Manager Empowerment: Centralized data equips managers to make fair, timely decisions.
Analytics in Wazo gives managers deep insight into team behavior, including trends in awards, recognitions, badges, Pulse sentiment, and goal completion. This section visualizes team data over time through interactive dashboards and charts.
By visualizing trends, Analytics helps managers detect issues early — such as dips in engagement or a slowdown in goal progress. It supports strategic decisions for workforce planning and talent development, providing leadership with meaningful, data-backed reports.
Use Case – Driving Performance with Positive Reinforcement:
A manager spots a two-month dip in team recognitions, which coincides with lower Pulse scores. Applying the principle of Positive Reinforcement, they initiate a campaign that celebrates small wins and gives regular shout-outs. This effort improves morale and rebuilds engagement.
Analytics fosters a culture of data-driven leadership, reduces bias in people decisions, and strengthens performance management with clear, actionable evidence.
Pulse is one of Wazo’s flagship features. It enables employees to provide short, anonymous feedback to their managers. This feedback is visualized using sentiment trends and response patterns, giving managers early insight into potential team issues.
Pulse is rooted in Psychological Safety Theory, which emphasizes the importance of employees feeling safe enough to express concerns without fear of consequences. This creates a foundation for real engagement, innovation, and open communication.
Pulse reveals hidden team dynamics that may not surface during formal surveys or one-on-one meetings. It allows for early intervention — before problems grow. By fostering transparency and openness, it builds trust and encourages continuous improvement.
Use Case – Strengthening Teams Using Psychological Safety Theory:
A manager receives multiple anonymous comments through Pulse about unclear project expectations. Using Psychological Safety principles, they organize a retrospective to clarify responsibilities and processes. This improves clarity, reduces anxiety, and enhances teamwork.
The impact of Pulse includes stronger psychological safety, improved employee trust and satisfaction, and reduced attrition by quickly addressing concerns.
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