To understand how you, your team, or your company are doing on their goals, you’ll want to use Leapsome’s goal analytics.
Analytics Tab & Filtering
You’ll first want to determine what you are trying to answer. For example:
- (Individual) How is my team doing this quarter, or how am I doing?
- (Manager) How are my direct reports doing with their development goals?
- (Admin) How well is the entire company reaching our quarterly goals?
These questions determine which filters and groupings you use to create a report.
Grouping: Decide which group you want to see using the left-hand sidebar. Hover over the Goals icon and click on the group you wish to see.
Filtering: Use the filters categories on the top of your view to further filter the report. You can filter by using filter categories like team, employee (user), tags, cycle, state, purpose, or owner type. Directly to the left of the filter option, you'll see a search bar to search directly by Goal name. You can also use the predefined filter category to display results such as goals with no tag and users and teams that don’t own any goals. Any teams/groups/custom attributes you create for your organization will immediately be available to use as a filter under analytics.
All filter category and their results are combined with AND operators. This means if you have selected more than one filter category, the platform will show results that only matches all of filter categories specified by the user. For example: if you select filter category 'Teams' > filter option 'Marketing' and filter category 'Tags' > filter option 'Performance goals', the platform will show you goals that are both assigned to the marketing team and has 'Performance Goals' tags attached to it during set up.
However, all filter options within a filter category and their results are combined with OR operators. This means if you have selected one or more filter option within a filter category, the platform will show results that matches either of the filter options within the filter category. For example: if you select filter category Teams > filter option 'Marketing' and filter category Teams > filter option 'Sales', the platform will show you goals that are either assigned to marketing team, or assigned to sales team, or assigned to both teams.
Information presentation: Choose what kind of information / what kind of presentation suits your needs:
- 1) overview in a list-view
- 2) diving deeper into analytics and progress perspectives
- 3) news and recently updated goals
- 4) goals presented in the goal tree
1) The List Overview: The list view shows the overall progress and status of goals at the top. All the goals, including their status and progress, are listed below. Any goal that is being drafted as a part of the goal drafting phase will show ‘Draft‘ status to indicate that the goal is yet to be published.
2) Analytics: The graph shows both the actual progress (green line with data points for updates) and projected progress (grey dashed line). For this to be visible, the goal must have a due date, as the projected update is displayed linearly from start to end date.
On the side of the graph, you will see the count of goals and the respective average progress, separated by company, team, and user goals.
- Interpreting Updates: Ideally, you want employees to continuously update results - and stay on track. So the green line should be on or above the projected line. The incline of the green line shows you the amount of progress. Suppose you notice that the green line has no incline and consistently stays below the grey projected line. In that case, you might want to start implementing Goal Progress Check-in meetings once a month, where everyone has the opportunity to update their goals.
- Annual Goals: If you are filtering only to see Annual goals, you want to use this view to see how steadily you are progressing, which months were more productive, or if you’re close to your goal, given your proximity to the end of the year.
- Quarterly: With quarterly set goals, you’ll want to see the progress go up and down, reflecting that you start over each third month.
- OKRs: If you’re using OKRs, you can use the progress number to indicate how well set your OKRs are. Following traditional OKR logic, you’ll want to end up at around 70~80% completion by the end of the quarter. You may want to set more ambitious objectives if you are closer to 90 or 100%. If you’re consistently hitting closer to 50% or below, you may want to set more accessible objectives.
- Data Points: You can use the data points for detailed information regarding actual vs. projected progress.
The list below the graph gives you an overview of how the different people or teams in the view you filtered are doing on those goals.
You see the team or individuals on the left-hand side showing the number of goals they own (clicking on the goals will bring you to a view that shows the goals of the selected team or individual in a list view).
The tags in the center give you an overview regarding how many goals are either off track, delayed, on track, updated in the past 30 days, or not updated in the past 30 days. The green bar on the right side will show the goal’s progress.
Clicking on the goals will guide you to the list view with the correct filter applied, e.g., if I click on the HR goals, I will be directed to the list view with the team ‘HR’ filter applied.
You can export any specific report by first filtering for the information you want to see and then using ‘Actions > Export.’ This will export data into an excel sheet.
The progress and projected progress view are also available to export for personal goals, provided they have a due date.
3) News: You’ll find the latest updated goals, including the specific updates (who updated which goal to what extent).
4) Tree: In the tree view, you can understand the hierarchy between goals. The purpose / vision of the company is split into some company goals. More specific (team) goals operationalize those company goals. That way, everyone can understand how their individual or team goals benefit the company goals and vision.