Team Management and Collaboration

Growing your creator business means you can't do everything alone forever. Whether it's a VA handling emails, an editor improving content, or a partner sharing the workload, Selgora's team features let you collaborate without compromising security or control.

When to Build Your Team

Most creators wait too long to get help. Here are the signs it's time:

• Spending more time on admin than creation
• Missing opportunities due to bandwidth
• Quality suffering from rushing
• Burning out from overwork
• Revenue plateau despite demand

Jessica was drowning in success – 500+ students but spending 6 hours daily on support. She hired a VA with controlled access, and now focuses on what she does best: creating amazing content.

Understanding Team Roles in Selgora

Available Roles

Owner (That's you!)

• Full access to everything
• Billing and payments
• Delete/transfer ownership
• Manage all team members

Administrator

• Manage content and settings
• View analytics and reports
• Cannot access billing
• Cannot remove owner

Editor

• Create/edit courses
• Manage content
• Send emails
• Cannot view financials

Support Agent

• Respond to students
• View limited analytics
• Cannot edit content
• Cannot send broadcasts

Viewer

• Read-only access
• Great for consultants
• Analytics access
• No editing capabilities

Adding Team Members

Step 1: Navigate to Team Settings

1. Go to Dashboard → Settings
2. Click Team Management
3. Click Invite Team Member

Step 2: Configure Access

Fill in team member details:

• Email: Their login email
• Name: Display name
• Role: Choose from above
• Permissions: Customize if needed
• Welcome Message: Optional personal note

Step 3: Send Invitation

The system sends an invitation with:

• Temporary password
• Login instructions
• Role explanation
• Your welcome message

Custom Permission Sets

Beyond basic roles, create custom permissions:

Content Permissions

• ✅ View courses
• ✅ Edit courses
• ❌ Delete courses
• ✅ Create lessons
• ❌ Publish courses

Marketing Permissions

• ✅ View email lists
• ✅ Create campaigns
• ❌ Send broadcasts
• ✅ Edit automations
• ❌ Export contacts

Financial Permissions

• ❌ View revenue
• ❌ Process refunds
• ✅ View sales count
• ❌ Change pricing
• ❌ Access Stripe

Support Permissions

• ✅ View student questions
• ✅ Respond to tickets
• ✅ Access community
• ❌ Delete comments
• ✅ Send private messages

Collaboration Workflows

Content Creation Workflow

Writer → Editor → Publisher

1. Writer creates draft lessons
2. Editor reviews and improves
3. Owner approves and publishes

Set this up:

• Writer: Editor role, "draft" status only
• Editor: Editor role, "review" status
• Owner: Maintains publish control

Customer Support Workflow

Tier 1 → Tier 2 → Owner

1. Support Agent handles basic questions
2. Administrator manages complex issues
3. Owner deals with escalations

Implementation:

• Use tags to route tickets
• Set response templates
• Create escalation triggers

Marketing Collaboration

Content Creator → Designer → Marketer

1. Creator writes copy
2. Designer creates visuals
3. Marketer schedules campaigns

Team Communication

Internal Notes

Leave notes for team members:

@Sarah - Please review this lesson for grammar
@Mike - Need graphics for Section 3
@Team - Launch scheduled for Friday

Activity Logs

Track what everyone's doing:

10:30 AM - Sarah edited Lesson 5
11:15 AM - Mike uploaded graphics
2:30 PM - Anna responded to 5 tickets

Task Assignment

Assign specific tasks:

• Deadline setting
• Priority levels
• Progress tracking
• Completion notifications

Security Best Practices

Access Control

Principle of Least Privilege Only give access that's absolutely necessary.

Bad: Give VA admin access for email help Good: Give VA support role + email permission

Regular Audits

Monthly security check: □ Review team member list □ Check last login dates □ Remove inactive members □ Update permissions □ Change shared passwords

Departure Protocol

When someone leaves:

1. Remove access immediately
2. Change any shared passwords
3. Review their recent activity
4. Transfer their responsibilities
5. Update documentation

Managing Remote Teams

Time Zone Coordination

Display everyone's timezone:

• Sarah (EST): 9 AM - 5 PM
• Mike (PST): 6 AM - 2 PM
• Anna (GMT): 2 PM - 10 PM

Async Communication

Set expectations:

• Response time: 24 hours
• Urgent: Use @mentions
• Updates: Daily summary
• Meetings: Weekly optional

Documentation Standards

Create SOPs for everything:

• How to respond to refund requests
• Content formatting guidelines
• Email template usage
• Crisis communication plan

Scaling Your Team

Growth Stages

Stage 1: Solo (0-100 students) You do everything

Stage 2: First VA (100-500 students) Delegate admin and support

Stage 3: Small Team (500-2000 students) Add content and marketing help

Stage 4: Full Team (2000+ students) Department heads and specialists

Hiring Priorities

Order to hire:

1. Customer Support - Frees most time
2. Content Editor - Improves quality
3. Marketing Assistant - Grows revenue
4. Operations Manager - Handles logistics
5. Community Manager - Scales engagement

Performance Management

Setting Expectations

Create clear agreements:

• Hours/availability
• Response times
• Quality standards
• Key responsibilities
• Performance metrics

Tracking Performance

Monitor key metrics:

• Support: Ticket response time
• Content: Publishing schedule
• Marketing: Campaign performance
• Community: Engagement rates

Feedback Systems

Regular check-ins:

• Weekly: Quick status update
• Monthly: Performance review
• Quarterly: Goal setting
• Annually: Compensation review

Compensation Models

Hourly

Best for: Variable workload, starting out Example: VA at 20-40/hour

Monthly Retainer

Best for: Consistent work, ongoing support Example: Editor at 1000/month for 20 hours

Revenue Share

Best for: Growth partners, key roles Example: Marketing manager gets 10% of revenue they generate

Hybrid

Best for: Incentive alignment Example: 1000 base + 5% of new sales

Team Tools and Integration

Project Management

• Asana/Trello for tasks
• Slack for communication
• Google Docs for collaboration
• Loom for async video

File Sharing

• Google Drive for documents
• Dropbox for media files
• Figma for design assets
• GitHub for code

Communication

• Slack/Discord for chat
• Zoom for meetings
• Loom for updates
• Email for formal

Common Team Challenges

The Micromanagement Trap

Problem: Can't let go of control Solution: Start small, build trust gradually

The Unclear Expectations

Problem: Team doesn't know what's expected Solution: Document everything, over-communicate

The Access Confusion

Problem: Wrong permissions causing friction Solution: Regular permission audits

The Communication Breakdown

Problem: Things falling through cracks Solution: Clear communication protocols

Your Team Building Checklist

Before Hiring

□ Document current processes □ Identify biggest time drains □ Calculate ROI of hiring □ Create role description □ Set up permission templates

During Onboarding

□ Send welcome package □ Provide login credentials □ Share documentation □ Set up introduction call □ Assign first tasks

Ongoing Management

□ Weekly check-ins □ Monthly reviews □ Quarterly planning □ Annual evaluations □ Continuous documentation

Success Stories

The VA Victory: Tom hired a VA for 5 hours/week. This freed up time to create a new course that generates 5,000/month.

The Partnership Power: Sarah partnered with a marketing expert, giving them 20% revenue share. Sales increased 300% in 6 months.

The Team Transformation: Mike built a team of 5 specialists. He now works 20 hours/week while the business runs itself.

Red Flags to Watch

⚠️ Constantly unavailable ⚠️ Missing deadlines regularly ⚠️ Quality declining ⚠️ Students complaining ⚠️ Defensive about feedback ⚠️ Accessing unnecessary areas

Remember This

Your team is an investment, not an expense. The right people in the right roles will multiply your impact and income.

Start small. Hire for your weakest area or biggest time drain first. As trust builds, expand responsibilities.

Great teams aren't built overnight. They're cultivated through clear communication, proper systems, and mutual respect.

Your first hire is the hardest. Once you experience the leverage of a good team member, you'll wonder why you waited so long.

The goal isn't to build the biggest team – it's to build the right team that lets you focus on your zone of genius!