Overview
Giving managers and people leaders access to their team's analytics helps them make data-driven decisions, identify where recognition is thriving or lacking, and proactively support their people.
Manager analytics works through Member Groups. You create groups or sub-groups, assign a group manager to each, and that manager gets analytics for their group only.
Two things worth knowing up front:
Group managers do not need to be Matter Admins. They see their team's data without gaining any administrative access to your workspace.
Managers can only see their own group. They cannot view analytics for any other group or sub-group, or for the organization as a whole.
Setting it up
Create your groups under Member Groups
Assign a group manager to each group
Managers sign in to the Matter web app and see analytics for their group
If you have an HRIS integration connected, groups can sync directly from your HR system. Departments, teams, and reporting lines stay up to date automatically, so when someone transfers or changes managers, their group membership and their manager's analytics update on the next sync without anyone maintaining a list by hand.
What managers can see
Group managers get the same analytics experience as an admin, simply filtered to their group. Nothing is stripped out or simplified.
That includes:
All the same recognition, reward, and survey metrics available to admins
Date range filtering
Data exports
Pulse survey results for their group, including individual responses
Note on pulse surveys: Group managers can view individual responses from their team members. If your survey communications imply anonymity, make sure that expectation matches how you have things configured.
What managers cannot see
Analytics for any group other than their own
Organization-wide data
Admin settings, billing, or workspace configuration
Common uses
Performance and development conversations. Managers can pull their team's recognition history for a given period, categorized by company values, ahead of reviews or one-to-ones.
Spotting gaps. Seeing who has given or received little recognition recently helps managers act before disengagement sets in.
Comparing across teams. Admins with organization-wide access can compare participation between departments, offices, or any attribute synced from your HRIS through Member Segments.
Manager analytics in the web app
