Our "Goals" feature helps you track progress on a specific measure - whether it's a goal related to your performance (such as achieving a specific Sales target), a personal development goal (such as delivering a great speech in front of your team) or a department or company goal. To create a new goal, visit the "Goals" section and click "Create new goal".
The title should be a short summary of your goal - it will be displayed in all goal lists and will help you (and others who can see the goal) identify the goal.
The optional description adds a little more detail to your goal. You could for example describe the motivation of the goal, important outcomes and how you want to get there.
Optionally, you can add key results to your goal - to do so, just click the button "Add key result". Key results are partial components of the goal that need to be achieved in order to complete the entire goal. As with the main goal, you should add a title and a metric and an optional weight.
Key Result Metric
There are four metric types you can choose from:
- Achieved: Yes/No will simply allow you to mark the key result as "achieved / not achieved". It works well for qualitative goals.
- Percentage is a great measure for percentage increases of certain targets - an example being "Increase Revenue by 30%". You should add a target value (in the example: "30").
- Numerical works in a very similar way - the difference being that the outcome is measured as a (whole) number / integer, e.g. "Win 3 new customers" (where 3 would be the target value).
- Currency is again quite similar - but here the goal is a financial value.
Key Result Weight
You can set a weight (a percentage figure) to your key result: If a weight is set, the key result will receive that weight in the calculation of the overall progress of the goal.
The optional deadline is the date by which the goal should be achieved. If you add a deadline, you will be able to sort goal lists by due date.
If you want, you can set a parent goal for your new goal. This will link your new goal to another goal at a higher level. For example, you could link a personal goal to a goal that your team is trying to achieve. Defining a parent goal will link your goals in the Goal tree and help you to visualize how different goals impact each other.
Ownership, Contributors and Visibility
To define who is ultimately responsible for the goal, define an owner. You can choose from
- Me (self-managed) allows you to manage the goal all by yourself. If you want to, you can track it completely privately. Your manager and HR will not have access to the goal.
- Me (approved by my manager) will create a goal that your manager will approve and see. All future edits will have to be approved by your manager.
- One of your reports allows you to create a goal that is owned by (and obviously visible to) one of your direct reports. If you select this option, a new field will ask you for the name of the person.
- Another person allows admins to create a goal that is owned by a specific other person and managed by his/her manager.
- A specific team will create a goal that is owned by an entire team; it will be visible to the entire company and can be updated by you.
- The entire company will create a goal that is owned by the entire company; it will be visible to the entire company and can be updated by you.
Only the owner or his or her manager can edit the goal settings.
Contributors can always see and update the goal. They can also leave feedback/comments on the goal. You can add as many contributors as you want in the "contributors" field - just add them by typing their name.
Similarly, you can manage the visibility of the goal. You can limit the visibility to the owner and contributors of your goal or extend visibility to the entire company. Please note that team and company goals will always be visible to the entire company.