Goal Management for Individual Contributors

1. Goal Progress Statistics
   View statistics on how many active goals you have, what your overall % progress/completion is, how many goals you have recently completed, and how many goals are due soon.
   
   
2. Add New Goal
   
   Add a brand new goal! You can choose the title, date ranges for when the goal starts and ends, the status of the goal, who gets to see it (visibility - either everyone, or just your manager), and category. In addition to the overarching goal, you can add key results that support it. Think of these (you can have as many as you want) as steps or pieces you need to complete in order for the goal to reach completion.
   
   Key Result Types:
   
   When clicking on Add Key Result, selecting a Key Results Type allow you to have better control over how you track your progress by breaking them down into steps or making things more quantifiable. 
   
   • Completion Based - A simple check for completion
   • Measure by # - A raw number to fulfill, good for numerical targets, like amount of new employees needing to be hired, for example.
   • Measure by $ - A dollar amount to hit, good for sales goals, for example.
   • Measure by % - A percentage completion, good for measuring progress made on an initiative, for example. 
     
     
     A goal is denoted by the bulls-eye icon, while a KR is denoted by an arrow icon.
      
3. Filter Goals: Sort and narrow down goals of your choosing. You can do so by Status and Time Frame.
   
   With Status, you have a few options:
   
   
   • Draft: Enables user to create a goal, and keep it private (not visible to anyone else) until the user is ready to make it ACTIVE. Not all mandatory fields are required to be filled out (until the user tries to make it ACTIVE)
     
     
   • Active: Goals that the user is currently working on, but is not yet complete, is considered to be in the active state.
     
     
   • On Hold: Users can move goals to this status when the goal is relevant, but they are not working on it currently.  
     
     
   • Complete: Users can move goals to this status if they feel the goal is complete.  Moving a goal to complete does not require the % progress to be at 100% b/c there are situations where the work is done, but progress is less than 100%.
     
     
   • Incomplete: Users can move goals to this status if they are no longer working on the goal and the work was not deemed complete.
     

   • Archived: Users can move goals to ARCHIVE when the goal is no longer relevant, and they are not working on it any more.
     
     Here is the Goal Statuses workflow (changing between states)
     
     

   With Time Frame, you can filter goals to any time window you see fit. Depending on how your company utilizes goals, typical ranges are quarterly, semi-annual, or annual. Selecting Custom Date Range brings up a calendar selector where you pick your start and end dates.

4. View Other Goals
   Search the goals of people you normally work with, teams you're part of, or align yourself with overall company goals. It's also good practice to add people that you work cross-functionally with, so you have a better idea of how you can work together more effectively. Click on the + button to add whatever entity (team, location if you have several offices, department, role, etc) you'd like.
   
   
   
5. Interacting with the Goal
   
   When you hover your cursor over a goal, three buttons appear. You can view/edit a goal, view/edit goal alignment, and view additional options.
   
   View/Edit a Goal
   You can modify any details in this page, and even add additional key results. You can also delete a goal or KR from here.
   
   View/Edit Alignment
   You can view alignment of goals by clicking on the alignment icon. If there is no alignment, the icon is gray, and if there is alignment, the icon turns green. 
   To take things further, you can edit alignment. You can add an owner, select another existing goal to align to, switch alignment behavior, or remove alignment altogether.
   Additional Options
   
   Clicking on the overflow menu (...) when hovering over a goal will reveal a few options. Read on in the next section what you can do with each of these choices.

• Completion Based - A simple check for completion
• Measure by # - A raw number to fulfill, good for numerical targets, like amount of new employees needing to be hired, for example.
• Measure by $ - A dollar amount to hit, good for sales goals, for example.
• Measure by % - A percentage completion, good for measuring progress made on an initiative, for example. 
  
  
  A goal is denoted by the bulls-eye icon, while a KR is denoted by an arrow icon.
   

• Draft: Enables user to create a goal, and keep it private (not visible to anyone else) until the user is ready to make it ACTIVE. Not all mandatory fields are required to be filled out (until the user tries to make it ACTIVE)
  
  
• Active: Goals that the user is currently working on, but is not yet complete, is considered to be in the active state.
  
  
• On Hold: Users can move goals to this status when the goal is relevant, but they are not working on it currently.  
  
  
• Complete: Users can move goals to this status if they feel the goal is complete.  Moving a goal to complete does not require the % progress to be at 100% b/c there are situations where the work is done, but progress is less than 100%.
  
  
• Incomplete: Users can move goals to this status if they are no longer working on the goal and the work was not deemed complete.
  

• Archived: Users can move goals to ARCHIVE when the goal is no longer relevant, and they are not working on it any more.
  
  Here is the Goal Statuses workflow (changing between states)
  
  

Archived: Users can move goals to ARCHIVE when the goal is no longer relevant, and they are not working on it any more.

Here is the Goal Statuses workflow (changing between states)

With Time Frame, you can filter goals to any time window you see fit. Depending on how your company utilizes goals, typical ranges are quarterly, semi-annual, or annual. Selecting Custom Date Range brings up a calendar selector where you pick your start and end dates.

• Speak with your manager first before you start adding your goals to the system. If you have alignment, it will be easier to achieve goals that will both benefit yourself as well as overall company goals.

• It’s always a good idea to have a few different goals to track towards. The more detailed you are with them, the better you'll be with the overall goal, both in direction and focus. OKRs (Objective Key Results) are usually measurable items that employees can check off and complete as they support and build towards an overall goal - having these while using the different OKR measurements you see will help quantify your progress.  

• Keep your goals up to date/tidy! Archive or delete completed/irrelevant goals. If one of your goals has changed, make the appropriate updates in the system.
  
  
• Set realistic goal due dates/time frames. To immediately feel the benefits of a goal tracking system, it's better to start small and have a few goals you can achieve in a relatively short time period (a project or task you can complete within a few days/weeks) before building up to more complex goals. By getting into the habit, you'll have a lot to say about your achievements when and if you have a performance review!