Employee Profiles
Employee profiles show the behavioural patterns of your team members: how they work, what they’re strong in, and how they contribute to team dynamics.
Protu has two manager views for each employee: a profile page (overview and narrative) and an insights page (detailed markers, growth opportunities, and related profiles). Both are accessible from the employee list.
The Profile Page
Section titled “The Profile Page”When you open an employee’s profile, you see a summary card with:
- Name and email: Who they are
- Assessment status: Completed, in progress, or invited
- Team memberships: Which teams they belong to
- Bridge status: Whether they connect multiple teams
Below the summary is a profile narrative: a multi-paragraph description of how this person works, their influence style, where they rank in your organisation, and situations where they’re most valuable. “Engage for” recommendations (situations where this person’s strengths are especially useful) are woven into the narrative rather than shown as a separate section.
The narrative also reflects how recently the assessment was completed and whether patterns have been consistent over time.
Team Role Insights
Section titled “Team Role Insights”If the employee belongs to one or more teams, you’ll see team role insights: contextual statements describing how they contribute to each specific team (e.g., “Anchors the team’s planning process” or “Bridges communication between engineering and design”).
Intelligence Feedback
Section titled “Intelligence Feedback”You can provide feedback on narrative insights using thumbs up/down. This helps Protu improve its recommendations over time.
Influences Through
Section titled “Influences Through”The “Influences through” section highlights submarkers where this employee scores notably higher than peers. Each entry shows:
- Organisation percentile: Where they rank across your whole organisation (e.g., “Top 8% of 200 people”)
- Team ranking: Their position on their team (e.g., “#2 on Engineering”)
- Influence style: How they express this strength
These represent genuine relative strengths, not just high scores. Someone who’s top 8% org-wide but #4 on their team tells a different story than someone who’s #1 on their team but top 40% org-wide. The combination of both tells you more than either number alone.
How to use these
Section titled “How to use these”- Team assignments: Match strengths to project needs
- Mentoring: Pair people with complementary profiles
- Recognition: Acknowledge what they’re genuinely best at
- Development: Build on existing strengths, not just address gaps
Percentile confidence
Section titled “Percentile confidence”Organisation percentiles become more meaningful as more people complete assessments:
| Assessed employees | Confidence |
|---|---|
| 50+ | Full: percentiles are reliable |
| 20-49 | Approximate: directional but sample is small |
| 10-19 | Limited: treat as indicative only |
Protu adjusts what it shows based on your organisation’s sample size.
Engage For
Section titled “Engage For”“Engage for” recommendations are woven into the profile narrative on the profile page. They suggest specific situations where this employee’s strengths are valuable, for example, “Engage when decisions are stalling” or “Engage when new ideas are needed.”
These aren’t job descriptions. They’re moments where this person’s natural patterns are especially useful.
Growth Opportunities
Section titled “Growth Opportunities”Growth opportunities highlight areas where the employee has room to develop. These aren’t weaknesses. They’re directions for growth.
The Growth Opportunity card has two modes:
| Mode | Purpose | What it shows |
|---|---|---|
| Develop | 1:1 prep and development planning | A specific capability gap, context for why it matters, and a conversation starter question |
| Focus | Project assignments and task matching | Situations where this person adds unique value based on their strengths |
Toggle between modes to switch context. Develop helps you prepare for coaching conversations. Focus helps you decide who to assign to what.
Related Profiles
Section titled “Related Profiles”The Related Profiles card shows how this employee relates to others, with two tabs:
Balancing
Section titled “Balancing”People who complement this employee: they’re strong where this person isn’t. Each match includes a pairing insight explaining what the match means in practice (e.g., “Mike brings stability that Sarah’s fast pace needs”).
Use this for mentoring pairs, project teams, and cross-functional assignments.
Similar
Section titled “Similar”People who work in a similar style. Each match includes a collaboration insight explaining what to expect (e.g., “They’ll move fast together but may miss details”).
Use this to identify natural allies, onboarding buddies, or teams that need diversity.
Cross-team view
Section titled “Cross-team view”If they’re on multiple teams (a bridge), you can see their role in each team and how they connect different groups.
Stretched Employees
Section titled “Stretched Employees”Employees on three or more teams may be stretched. Protu flags employees who may be overextended, based on how many teams they’re on, their influence across those teams, and whether the load is growing.
| Level | What it means |
|---|---|
| Normal | Manageable load across teams |
| Moderate | Noticeable split attention. Monitor workload. |
| High | Significant multi-team demands. Consider reducing commitments. |
| Critical | At risk of burnout or becoming a bottleneck. Action needed. |
Stretch warnings appear in Team Intelligence narratives, including when a team has too many stretched members or when an individual’s stretch is worsening.
Bridge Employees
Section titled “Bridge Employees”Employees who belong to two or more teams are identified as bridges (or connectors).
Why bridges matter
Section titled “Why bridges matter”- They carry information between teams
- They spot cross-team issues early
- They create coordination that org charts miss
Bridge indicators on the profile
Section titled “Bridge indicators on the profile”- Bridge badge: Shows they connect multiple teams
- Connected teams: Lists which teams they bridge
Managing bridges
Section titled “Managing bridges”Watch for:
- Single point of failure: If they’re the only connection between teams, that’s a risk
- Influence: Bridges often have outsized influence on team dynamics
This detail appears in Team Intelligence views rather than on individual profiles.
Privacy
Section titled “Privacy”What employees see
Section titled “What employees see”Employees can view their own full profile, including all markers, submarkers, and insights. They cannot see other employees’ profiles.
What managers see
Section titled “What managers see”Workspace users (Owners and Admins) can view all employee profiles within their workspace.
What team members see
Section titled “What team members see”Team Intelligence shows aggregate patterns, not individual rankings. No employee is compared unfavourably to teammates in team views.
For full privacy details, see Privacy & GDPR.