A well-built structure is the foundation for everything in Zoios — it determines how you filter results, who gets access, what insights surface, and how clearly you can read your organisation. The good news: setting it up takes just a few minutes.
1. Create your categories
Categories act as different lenses for your data. Start by deciding how you want to slice your organisation, then create a category for every way you want to break it down — such as by Department, Gender or Seniority.
Good to know before you start. A few short reads will help you set things up the smart way: Core categories, Auto-generated groups and Automatic reporting lines.
2. Add groups inside each category
Within each category, add the individual groups. For example, inside Department you might add Sales, Marketing, Product and People & Culture.
Remember that an employee can belong to several groups — both across categories and, when needed, within the same category.
Note: some categories are filled in for you and can't have groups added by hand — read more in Auto-generated groups.
3. Build your org chart in the hierarchy
When you set things up, you can build out your entire organisational chart. This gives you clarity, better usability and makes everything easier to manage later on.
Inside a group, navigate to Hierarchy. From there you can add a group above or add a group below to start connecting parent-child relationships.
Some organizations have multiple layers — departments, sub-departments and teams. Others are simpler, with a single level of departments, or a handful of departments that each contain a few teams. Both work perfectly.
Read more about how parent-child relationships work in How hierarchies work.
Tip: Building the hierarchy is what powers the aggregate (All) filtering and the automatic access cascade for Group responsibles. It's worth doing properly once.
Keeping your structure up to date
Renaming groups. When a team or group changes name, you can rename the group freely — it does not change the historic data, who has access, or which employees are in it. Note that categories themselves cannot be renamed.
Moving employees between groups. People change departments and projects — so moving employees is normal. Note that the answers an employee gave while in a group stay tied to that group and are not transferred when you move them.
Example: Michael worked in Sales for the past 12 months and is now moving to Marketing. His past results stay with Sales so the history doesn't change — but from the day you move him, his answers count towards Marketing.
Related articles
Part of the Groups series: