> ## Documentation Index
> Fetch the complete documentation index at: https://mako-docs.devinagiffy.xyz/llms.txt
> Use this file to discover all available pages before exploring further.

# Manager Guide

> Using Hitler to support your team effectively

## Overview

As a manager in Hitler, you have access to team-level insights that help you support your team's wellbeing and productivity - while respecting individual privacy.

## What You Can See

<CardGroup cols={2}>
  <Card title="Team Tasks" icon="list-check">
    View task status and workload across your team
  </Card>

  <Card title="Mood Trends" icon="chart-line">
    Aggregated, anonymized mood statistics
  </Card>

  <Card title="Wellbeing Flags" icon="flag">
    Alerts when team members may need support
  </Card>

  <Card title="Inquiries" icon="message">
    Private threads from team members
  </Card>
</CardGroup>

## What You Cannot See

<Warning>
  Hitler is designed to protect individual privacy. You **cannot** see: - Individual mood entries -
  Personal journal entries - Task descriptions marked private - Content of conversations with the
  bot
</Warning>

## Team Dashboard

### Accessing Team View

1. Log in to [app.hitler.app](https://app.hitler.app)
2. Navigate to **Team** in the sidebar
3. View aggregated team metrics

### Key Metrics

The Team page displays four summary cards:

| Metric           | Description                                                |
| ---------------- | ---------------------------------------------------------- |
| **Team Members** | Total number of people in your team                        |
| **Active Tasks** | Combined pending + in-progress tasks                       |
| **Team Mood**    | Average mood score with emoji indicator                    |
| **Active Flags** | Wellbeing flags requiring attention (shows critical count) |

### Workload Distribution

A visual workload chart shows your top 5 busiest team members:

* **Green bars**: Healthy workload
* **Yellow bars**: Moderate load (watch for overwork)
* **Red bars**: High load (consider redistributing)

<Tip>
  Use the workload chart to identify imbalances before they become problems. Consider redistributing
  tasks when someone is in the red zone.
</Tip>

### Filtering Your Team

Use the filter bar to find specific team members:

| Filter     | Options                       |
| ---------- | ----------------------------- |
| **Search** | Type name or email to filter  |
| **Role**   | All, Admin, Manager, Employee |
| **Status** | All, Active, Inactive         |
| **Sort**   | Name, Workload, or Mood       |

Click the sort buttons to toggle ascending/descending order.

### Flag Indicators

Team members with active flags show badges on their cards:

| Badge Color | Meaning                                    |
| ----------- | ------------------------------------------ |
| Red         | Critical flag - immediate attention needed |
| Orange      | High severity flag - check in soon         |
| Yellow      | Medium/Low flag - monitor                  |

Cards with critical or high flags are also highlighted with colored borders.

### Managing Flags from Team View

You can now resolve flags directly from the team dashboard:

1. Click on a team member card
2. View their active flags in the detail modal
3. Click "Resolve" on any flag after addressing the concern
4. The page will refresh to show updated flag status

### Interpreting Mood Data

<Note>Team mood is shown as an average. Individual scores are never revealed.</Note>

| Average   | Interpretation                        |
| --------- | ------------------------------------- |
| 4.0 - 5.0 | Team is thriving                      |
| 3.5 - 3.9 | Generally positive                    |
| 3.0 - 3.4 | Neutral - monitor for changes         |
| 2.5 - 2.9 | Concerning - consider team discussion |
| Below 2.5 | Urgent - take immediate action        |

## Wellbeing Flags

Flags are system-detected concerns that warrant your attention.

### Flag Severity Levels

| Level    | Color     | Typical Response             |
| -------- | --------- | ---------------------------- |
| Low      | 🟡 Yellow | Monitor, no immediate action |
| Medium   | 🟠 Orange | Check in within a week       |
| High     | 🔴 Red    | Check in within 1-2 days     |
| Critical | ⚫ Black   | Immediate attention required |

### Responding to Flags

<Steps>
  <Step title="Review the Flag">Open the flag to see context (reason, timing, patterns)</Step>
  <Step title="Plan Your Response">Consider the suggested escalation actions</Step>
  <Step title="Take Action">Schedule a 1:1, adjust workload, or offer resources</Step>
  <Step title="Resolve the Flag">Mark as resolved with a brief note on action taken</Step>
</Steps>

### Sample Escalation Actions

**High Severity Flag:**

```
Recommended Actions:
1. Schedule a private 1:1 within 48 hours
2. Review recent workload and deadlines
3. Share EAP (Employee Assistance Program) resources
4. Document conversation (confidentially)
```

<Tip>
  When reaching out, don't mention "the flag" or that "the system alerted you." Simply check in
  naturally.
</Tip>

## Inquiries

Team members can initiate private conversations with you through inquiries.

### Handling Inquiries

1. You'll receive a notification when a new inquiry arrives
2. Open the inquiry from **Team → Inquiries**
3. Read the context and initial message
4. Respond directly in the thread
5. Close the inquiry when resolved

### Best Practices

<AccordionGroup>
  <Accordion title="Respond Promptly">
    Aim to acknowledge inquiries within 24 hours, even if you need time to fully address them.
  </Accordion>

  <Accordion title="Maintain Confidentiality">
    Inquiry content should stay between you and the employee unless they consent otherwise.
  </Accordion>

  <Accordion title="Follow Up">
    After resolving, check in periodically to ensure the issue stays resolved.
  </Accordion>

  <Accordion title="Escalate When Needed">
    Some issues may require HR involvement. Know when to loop in appropriate parties.
  </Accordion>
</AccordionGroup>

## Task Oversight

### Team Task View

See all tasks assigned to your team:

* Status breakdown (open, in progress, completed)
* Overdue and blocked tasks highlighted in the **Needs Attention** section
* Tasks due today with relative time (e.g., "in 3h", "2h overdue")
* Workload distribution across team members

### Clickable Tasks & Detail Panel

All task cards are **clickable** — clicking opens the **TaskDetailPanel** with full task details, display ID, status, priority, due date, pipeline stage, and action buttons.

### Pipeline View

Navigate to the **Pipeline** page for a Kanban-style view of team tasks organized by pipeline stages. Use filters to focus on specific assignees, statuses, or stages.

### Display IDs

Each task has a sequential **display ID** (e.g., `#12`) for easy reference in conversation. Use these IDs when discussing tasks with team members or in bot commands.

### When to Intervene

Consider reaching out when you notice:

* Consistently overdue tasks
* Uneven workload distribution
* Tasks stuck in progress for too long
* Sudden drop in task completion
* High carry-forward counts on EOD collection

## Morning Thread & EOD Intelligence

### LLM-Based Follow-Up Matching

The morning thread submission deadline uses **LLM-based scored matching** to intelligently determine which users have submitted and which are missing — more reliable than simple string matching.

### LLM Per-Task EOD Matching

EOD collection uses **LLM per-task matching** instead of blanket emoji status parsing. The LLM analyzes each user's EOD reply against their actual task list and scores how well each status update maps to each task, resulting in more accurate task status updates.

### Notification Deduplication

The system includes **notification dedup** to prevent users from receiving duplicate messages (e.g., multiple overdue reminders for the same task). Similar notifications sent recently are suppressed automatically.

## Effective Check-Ins

Use Hitler insights to have better 1:1s with your team.

### Before the Meeting

* Review any open flags
* Check task completion trends
* Note any mood trend changes (team level)
* Review any open inquiries

### During the Meeting

<Warning>
  Never reveal that you're looking at Hitler data. Use insights to guide the conversation naturally.
</Warning>

Instead of: *"I see your tasks have been overdue lately"*

Try: *"How are you feeling about your current workload?"*

### Conversation Starters

* "How are things going for you lately?"
* "Is there anything blocking your work that I can help with?"
* "What would make your day-to-day easier?"
* "Are there any resources you need that you don't have?"

## Privacy & Ethics

### Your Responsibilities

As a manager with access to team data, you must:

<CardGroup cols={2}>
  <Card title="Protect Privacy" icon="shield">
    Never share individual insights with others
  </Card>

  <Card title="Use Data Ethically" icon="scale">
    Support, don't surveil. Data is for helping, not punishing.
  </Card>

  <Card title="Maintain Trust" icon="handshake">
    Build psychological safety. Hitler works when people trust it.
  </Card>

  <Card title="Respect Boundaries" icon="border">
    Don't probe if someone doesn't want to share
  </Card>
</CardGroup>

### What NOT to Do

* Don't use mood data in performance reviews
* Don't compare individuals based on metrics
* Don't pressure employees to log moods
* Don't share flag details with other team members
* Don't use data to micromanage

## FAQ

<AccordionGroup>
  <Accordion title="Can I see who has low mood scores?">
    No. Individual mood data is private. You only see team averages.
  </Accordion>

  <Accordion title="What triggers a flag?">
    Flags are triggered by patterns in mood, task completion, and other signals. The exact algorithm
    considers multiple factors over time.
  </Accordion>

  <Accordion title="Can employees see that I viewed their flag?">
    No. Flag resolution is logged, but viewing is not shared with the employee.
  </Accordion>

  <Accordion title="What if someone isn't using Hitler?">
    Participation is typically optional. Low engagement might itself be worth addressing in a 1:1.
  </Accordion>
</AccordionGroup>