Mentora has three customer-facing roles that control what each person can see and do. Your role is assigned when you're invited to a workspace, and can be changed by a Manager or Admin.
| Capability | Employee | Manager | Admin |
|---|---|---|---|
| View & manage own goals/tasks | ✓ | ✓ | ✓ |
| View & manage direct reports' goals/tasks | ✓ | ✓ | |
| View all goals/tasks across the org | ✓ | ||
| Invite team members | ✓ | ✓ | |
| Change someone's role | ✓ | ✓ | |
| Manage workspace settings | ✓ | ||
| Configure SSO/federated login | ✓ | ||
| Manage billing and subscriptions | ✓ | ||
| View audit log | ✓ | ✓ | |
| Deactivate/reactivate users | ✓ | ||
| Set session timeout policy | ✓ |
The default role for team members.
What you can do:
You cannot:
Best for: Individual contributors, specialists, and anyone focused on their own career development.
A manager can do everything an employee can, plus oversee their direct reports' development.
What you can do:
You cannot:
Best for: People managers, team leads, and anyone responsible for the career development of others.
Full organizational access. There is no limit to the number of Admins.
What you can do:
Best for: HR/People Operations, organization administrators, and anyone responsible for workspace configuration and compliance.
To promote or demote someone:
The change takes effect immediately.
Promoting to Manager: Promote someone to Manager when they're responsible for the career development of one or more direct reports. They should have at least one person reporting to them.
Promoting to Admin: Promote someone to Admin if they're responsible for workspace configuration, compliance, billing, or security. This is typically 1–3 people per organization.
Demoting: You can demote someone (e.g., Manager to Employee) anytime. They'll lose access to features tied to their old role.
Here are some real-world examples:
Scenario 1: An Employee asks to see goals across the whole company
They need Admin role for this, but Admin is typically reserved for workspace administrators. Instead, you could give them access to specific goals by having their manager share them (via comments and @mentions).
Scenario 2: A manager leaves the company
Their team members can remain Employees or be promoted to Managers under a new manager. Their own goals and development history are preserved.
Scenario 3: An intern becomes a full-time employee
They can stay an Employee and focus on their own development. If they eventually manage others, promote them to Manager.
I can't change someone's role
You must be a Manager or Admin. Only Managers and Admins can change roles.
I want to make someone an Admin
Go to Team Management, click the person's name, change their role to Admin, and click Save. Only existing Admins can promote people to Admin, so make sure you have permission.
Someone says they can't see a feature they expect to have
Check their role in Team Management. Their role determines what they can access. See the comparison table above.
What happens to their goals if I demote them?
Their goals are preserved. They'll just lose access to certain features. If you demote a Manager to Employee, they'll no longer see their direct reports' work, but their own work is still there.