How to set up and manage multi team reporting in Ambition for large sales organizations

If you’re in charge of reporting for a big sales org, you already know the pain: too many teams, too many dashboards, and endless questions from execs who want answers yesterday. You bought Ambition for a reason—but now setting up multi-team reporting is turning into a second job. This guide is for people who want real, straightforward help, not a sales pitch or another vague “best practices” post.

Let’s cut through the noise and get Ambition working for you and your teams.

What You'll Get From This Guide

  • Step-by-step setup for multi-team reporting in Ambition
  • Real-world advice on what works, what doesn’t, and what to skip
  • Tips for keeping things simple (because complexity kills adoption)
  • Common mistakes to avoid

Step 1: Get Your Team Structure Straight—Before You Touch Ambition

Don’t start clicking around in Ambition yet. This is the mistake everyone makes. If your org chart is a mess, your reports will be too.

  • Map your actual teams: Write down how your sales org really works. Who reports to whom? Which teams overlap? Who needs to see what?
  • Decide on reporting roll-ups: Do sales managers need to see just their team, their region, or the whole org? The more granular you get, the more complicated the setup.
  • Keep it simple: If you’re not sure, start broad. You can always add more detail later, but untangling a spaghetti org chart in Ambition is a pain.

Pro tip: If your org changes often (mergers, territory shifts, etc.), expect to revisit this step. Ambition isn’t magic—it can’t fix a moving target.

Step 2: Set Up Teams and Hierarchies in Ambition

Now you’re ready to log in. Here’s how to organize teams so reporting actually makes sense:

2.1 Create Core Teams

  • Go to “Teams” in Ambition.
  • Create teams that mirror your real-world sales groups. Don’t invent new ones unless you have to.
  • Name them clearly: “Midwest SMB AE”, “Enterprise West”, etc.
  • Assign users to the correct teams. Double-check—mistakes here ripple through your reports.

2.2 Set Up Sub-Teams or Groups if Needed

  • Use sub-teams for things like SDRs and AEs under a single manager, or by product/vertical.
  • Be careful: Overlapping memberships (people on more than one team) make reporting a headache. Only do this if you have a good reason—like a hybrid role.

2.3 Configure Team Managers

  • Assign the right managers to each team. This controls what data they see, and what they can change.
  • If you have “player-coaches” (managers who sell too), make sure their permissions reflect both roles.

2.4 Align with Your CRM

  • Sync Ambition with Salesforce, HubSpot, or whatever CRM you use.
  • Make sure team assignments in Ambition match your CRM. Otherwise, your numbers won’t line up and you’ll spend hours troubleshooting.

What to skip: Don’t bother creating teams for every little niche (like “East Coast Outbound Q2 2023”). You’ll drown in useless reports and forget what half your teams mean.

Step 3: Build Reporting Dashboards That Actually Matter

Here’s where most people go wrong: they build dashboards for every possible question, then nobody uses them. Focus on what moves the needle.

3.1 Decide What to Track

  • What does leadership really care about? (Pipeline, calls, meetings, deals closed)
  • What do front-line managers need? (Daily activity, pacing, individual performance)
  • Avoid vanity metrics—if nobody acts on it, drop it.

3.2 Set Up Multi-Team Dashboards

  • In Ambition, build dashboards that aggregate data by team, region, or group.
  • Use filters to let users toggle between teams, rather than making separate dashboards for each.
  • Group teams logically (by segment, region, or product line).
  • Use visualizations, but keep them simple. If you can’t explain a chart in one sentence, it’s too complicated.

3.3 Share Dashboards—But Not With Everyone

  • Assign dashboards to relevant managers, directors, or execs.
  • Avoid sharing everything with everyone. It just clutters up people’s views and makes adoption worse.
  • Set up automated email reports for the metrics that matter most.

Pro tip: If your execs love PowerPoint, set up scheduled exports so they get what they need without bugging you every week.

Step 4: Set Up Goals, Scorecards, and Alerts

Multi-team reporting isn’t just about seeing numbers—it’s about taking action. Here’s how to tie in goals and alerts without overwhelming everyone.

4.1 Goals

  • Create team goals based on your core metrics (calls, meetings, pipeline, etc.).
  • Assign goals at the team level first. Only add individual goals if you need granular tracking.
  • Use rolling goals for ongoing targets (weekly, monthly).

4.2 Scorecards

  • Build scorecards that reflect what good looks like for each team.
  • Don’t use a one-size-fits-all scorecard for wildly different teams. SDRs and AEs shouldn’t be compared apples-to-apples.
  • Keep scorecards short—3 to 5 metrics. More than that and nobody pays attention.

4.3 Alerts and Triggers

  • Set up alerts for when teams or individuals fall behind (or crush) their targets.
  • Send alerts to the right people—don’t spam everyone.
  • Use alerts sparingly. Too many, and people start ignoring them (the boy who cried “low pipeline”).

Step 5: Train Your Managers—And Set Expectations

The best reporting setup in the world is useless if managers don’t use it right.

  • Do a live walkthrough with team leads. Show them how to read dashboards, set filters, and export data.
  • Explain what’s changing: If managers are used to Excel or homegrown reports, don’t expect instant buy-in.
  • Set expectations: What should managers look at daily, weekly, monthly? Spell it out.

What not to do: Don’t assume people will “figure it out.” The more you document and train, the fewer headaches later.

Step 6: Review and Refine—Don’t “Set and Forget”

Your org will change—new teams, shifting quotas, leadership turnover. If you leave Ambition alone for six months, your reports will be wrong.

  • Schedule regular check-ins (monthly or quarterly) to update team structure and dashboards.
  • Ask managers for feedback: What’s missing? What’s useless? What’s confusing?
  • Prune dead dashboards: If nobody uses a report, kill it.

Pro tip: Keep a change log. That way, when something breaks, you can trace back what changed and fix it faster.

Honest Pros, Cons, and What to Watch For

What Works Well

  • Visibility: When set up right, Ambition gives everyone the same source of truth.
  • Automation: Scheduled reports and goal tracking save a ton of manual work.
  • Motivation: Public scorecards and leaderboards can actually drive healthy competition (if you avoid shaming).

What Doesn’t

  • Overlapping teams: Reporting gets messy if people are on too many teams.
  • Too many metrics: More data isn’t always better. Focus on what matters.
  • Set-it-and-forget-it: If you never update your team structure, you’ll end up with useless reports.

What to Ignore

  • Every possible integration: Stick to what you actually use day-to-day.
  • Overly complex dashboards: If you need a PhD to understand your reporting, nobody will use it.

Bottom Line: Start Simple, Iterate Often

Multi-team reporting in Ambition can be a lifesaver—or a time sink. The trick is to keep things simple, build only what people will use, and review often. You don’t need to nail everything on day one. Start with the basics, get feedback, and keep refining.

Focus on clarity, not complexity—your future self (and your entire sales org) will thank you.