The admin console at a glance

Who can use this: Org admins only.

The admin console is where you configure Performance Blocks for your organization, monitor activity across teams, and intervene when something needs attention. It is intentionally separate from the manager and employee surfaces — admins look across the whole org, while managers look across a team and employees look at themselves.

This article maps every admin surface so you know where to go when something needs to be configured, reviewed, or audited. Each surface is documented in depth in its own article; cross-references are provided throughout.

What "org admin" means

Org admin is a role, not a job title. Anyone with the org_admin role can:

• Read and write every observation, conversation, summary, and objective in the organization.
• Configure feature flags, attribute libraries, custom fields, departments, and review cycles.
• Manage employees (invite, deactivate, reassign reporting lines).
• View the audit log and content flag queue.
• Manage billing, plans, and integrations.

Org admin is intentionally powerful. We recommend keeping the admin pool small (3–5 people in most organizations) and using the audit log to keep that power accountable.

A user can hold multiple roles at once. It is common for the head of People to be org_admin plus manager plus employee. Each role unlocks its own surfaces; they do not conflict.

The admin surfaces

When you sign in as an org admin, the left navigation shows the standard employee and (if you also manage people) manager surfaces, plus an Admin section. Inside Admin you will find:

Surface	What it is for
Dashboard	High-level health check — active users, summaries in flight, items waiting on you
Employees	The roster — add, edit, deactivate, archive, reassign
Review queue	Summaries and other artifacts waiting for admin approval
Team Summaries	Aggregate views across a team or department
Org Chart	Visual reporting hierarchy and quick navigation
Audit Log	Immutable history of who did what
Flagged Content	Observations and summaries caught by moderation rules
Settings	Thirteen sub-pages where the org is configured

The rest of this article covers each in turn. For depth, follow the links to the dedicated articles.

Dashboard

The admin dashboard is your home base. It surfaces:

• Active employees versus invited but not yet active.
• In-flight summaries by status (draft, pending, approved).
• Open conversations that have gone stale (no activity in N days).
• Pending review items assigned to you or to any admin.
• Recent audit events of note (role changes, deactivations, bulk imports).
• Subscription health — current plan, seat utilization, billing alerts.

Use the dashboard once a week to spot drift early. If pending review items are climbing, your moderation rules may be too aggressive. If invited users are not activating, your invitation email may be hitting spam.

Employees

The Employees surface is the roster. It supports:

• Individual add, with role assignment and reporting line.
• CSV bulk import, with column validation and a dry-run preview.
• Editing employee profile fields, including custom fields you have defined.
• Lifecycle actions — activate, deactivate, reactivate, rehire, archive.
• Changing reporting lines (move an employee under a different manager).

If you have HRIS sync enabled (Agentic plan), most employee fields are read-only and update automatically. You can still manage roles and Performance Blocks-specific settings.

See Managing employees for the full workflow.

Review queue

The Review queue is the inbox for everything that needs an admin decision. The most common item is a summary in pending status — the manager has finished writing it and an admin needs to approve before the employee sees it.

Each item shows:

• The artifact (summary, 360, etc.).
• Who created it.
• When it was submitted.
• Any attached comments or change requests.

You can approve, reject with feedback, or request clarification. Rejections route back to the manager with your note attached. See Running review cycles.

Team Summaries

Team Summaries (when the teamSummaries feature flag is on) aggregate observations and individual summaries across a manager's team into a single rollup. Admins can view any team's summary regardless of reporting line.

When skipLevelSummaries is on, you can also pull a "skip-level" view that combines a manager's team plus that manager's manager — useful for VP- or director-level reviews. Skip-level summaries require team summaries.

Org Chart

Org Chart is a visual, filterable view of your reporting hierarchy. Click any node to jump to that employee's profile. Filters include department, location (if mapped via custom field), and role.

If you maintain reporting lines manually, this is also where you can quickly spot orphans (employees with no manager) and circular reporting. If you sync from HRIS, the chart mirrors what your HRIS provides.

See Departments and the org chart.

Audit Log

Every consequential action in Performance Blocks is logged: logins, role changes, observation create/update/delete, summary status changes, settings changes, billing events, integration connects and disconnects. Logs are immutable — you cannot edit or delete entries.

You can filter by user, action type, date range, and target object. You can export to CSV for compliance reporting. See Audit logs.

Flagged Content

The flagged content queue holds observations and summaries that tripped one of your moderation rules. Common rules catch profanity, retaliatory language, or content that names third parties inappropriately.

For each flag, you can:

• Approve and let the content publish as written.
• Reject and return it to the author with a note.
• Request edits.

All decisions are logged. See Content flagging and moderation.

Settings — the thirteen sub-pages

Settings is where the org is configured. The thirteen sub-pages are:

1. Organization — name, primary administrator, timezone, default language, company code.
2. Branding — logo, accent color, custom domain notes.
3. Features — every feature flag described in the brief above.
4. Departments — create, edit, archive department/cost-center buckets.
5. Attributes — the org-wide competency library.
6. Custom Fields — extra metadata fields on employee profiles.
7. Review Cycles — define and schedule cycles.
8. Review Flags — moderation rules.
9. Integrations — Slack, Teams, Chrome, HRIS, SSO connections.
10. API Keys — Agentic plan; for external tooling.
11. Knowledge Base — Agentic plan; documents Henry can use.
12. Billing — plan, payment method, invoices, seats.
13. Audit Log Settings — retention configuration.

Each is covered in its own article in this section.

Common workflows

A handful of workflows define the admin job. The articles in this section give step-by-step detail; the summaries here are about sequencing.

Onboarding a new manager

1. Create the employee record (or wait for HRIS sync).
2. Assign them the manager role on top of employee.
3. Move their direct reports under them via Org Chart or bulk edit.
4. Notify the manager. Point them at Manager workflows.
5. If your org uses scheduled review cycles, confirm the new manager is included in the next cycle's scope.

Configuring features for a new initiative

1. Open Settings → Features.
2. Enable the relevant flags. Watch for dependencies — for example, feedbackAssignment requires employeePortal.
3. If a flag drives an integration (e.g. henryAgentSlack), open Settings → Integrations and complete the connection.
4. Communicate the change. Henry-related flags are particularly worth previewing internally.
5. Spot-check via the relevant manager and employee surfaces. Many flags affect what the left nav shows; admins do not always see what employees see.

Running a review cycle

1. Define the cycle in Settings → Review Cycles — name, dates, scope, required artifacts.
2. Notify managers (the system can send a kickoff email).
3. Monitor progress in the Review queue.
4. Approve summaries as they arrive.
5. Archive the cycle once the close date passes.

See Running review cycles for the full lifecycle.

Quarterly hygiene

Once a quarter, set aside thirty minutes to:

• Reconcile the employee roster with HR's source of truth.
• Review the audit log for unusual activity.
• Confirm department assignments match current org reality.
• Refresh the attributes library — archive any tags that have not been used in 6+ months.
• Review billing — seat count vs. invoice cadence.

Delegation versus centralization

A common question is how much of the admin job should sit with one person.

Centralize when:

• The org is small enough that one person can keep the model in their head.
• You need a tight feedback loop on settings changes.
• Compliance or legal requires a single point of accountability.

Delegate when:

• You are in multiple time zones and need coverage.
• Different functions own different surfaces (HR owns review cycles, IT owns SSO and SCIM).
• The volume of review items, employee changes, or content flags has outgrown one person.

A common split is HR owns Settings → Features, Review Cycles, Attributes, and the Review queue; IT owns Integrations, API Keys, SSO, and HRIS sync; Finance owns Billing. The audit log is shared.

What to read next

• Managing employees — your most frequent task.
• Organization settings — the foundational config.
• Running review cycles — your most consequential periodic task.
• Audit logs — the safety net under everything else.