What is Goal Management?
Goal Management is a key feature in Reflekive platform - it encourages you to know your team and to achieve goals together. By staying on top of goals and progress with increased visibility and with tools to easily manage performance, companies find that their actions as a whole become a lot more in sync.
- 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.
- Filter Goals
Filter goals by status (Draft/Active/On Hold/Complete/Incomplete/Archived) and/or by Time frame (Current Quarter/Previous Quarter/Last 6 Months/Last 12 Months/All Time (Default)/Custom Date Range).
A note about Goal Statuses - here is the workflow for them:
- 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), 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.
- View Other Goals
Search the goals of people you normally work with, teams you're part of, or align yourself with overall company goals.
You can also add individuals (using the + button) and teams you have interest in to view their goals as well.
- Expand/Shrink Goal
Expand or hide goal details.
- Show More Options for this Goal
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.
Interacting with a Goal
When hovering over a goal, you can click on the overflow menu (...) to reveal more ways to interact with the goal.
View the details of the goal, along with completion rates.
Allows you to edit parameters of the goal. You can also add or remove Key Results.
Allows you to view how this goal aligns to another goal (whether it's to another employee's goal, team goal, or company goal).
You can click on Edit Alignment to change the alignment.
Finally, you can click on the Expand button to see a more detailed visualization of how that goal is aligned.
- Cascade (Managers/Admins only)
This features allows you to clone a goal and assign it to someone else (individuals, teams, departments, locations, and positions). You can deepen alignment by having the cloned goals align to the original one. It should be noted that cascading a goal does NOT also copy over any supporting OKRs - individual OKRs very often vary from person to person, and it is often irrelevant from one person to another. Thus it is not recommended to cascade if your goals are heavily supported with OKRs. Additionally, cascading Team Goals is NOT currently supported.
Add comments or notes on the goal. Depending on who has access to viewing the goal, other employees would be able to leave a comment on the goal as well. Most commonly, this could be a place where a manager and direct report discuss a goal if an in-person opportunity isn't available.
Deletes the goal and corresponding key results. You have to click on the confirmation window to finalize deleting a review.
Goal Setting Responsibilities
The ability to have productive ongoing communication between managers and employees is contingent on setting clear expectations. Additionally, setting goals plays a big role in employees feeling a true sense of satisfaction, as it’s a platform for understanding what success looks like. Please use this guide to help you as a manager and/or employee to understand your role in setting goals.
Employee’s role in setting goals
- Review the company’s goals, and department goals if available
- Gather input from internal partners to understand needs over the next goal period
- If you were in my role, what would your 3 focus areas be?
- What keeps you up at night?
- How can I best help you fulfill your priorities?
- Ask your manager for their top 3 priorities for the goal period
- Ask your manager what their expectations are of you in the next goal period
- Read through your last review to identify areas you need to develop
- What strengths do you want to develop more?
- What experiences are important for you to grow professionally?
- Draft initial set of goals to review with your manager (ideally 3-5 goals)
Manager’s role in setting goals
- Talk to your own manager (the employee’s manager’s manager) to understand
- their top 3 priorities for the goal period
- Walk your team through the company goals if available
- Ask your employees for their input on their expectations of the team
- Create a draft of your goals and/or team goals and share with your employees
- Ask your employees to create a draft of their goals
- Review your employee’s goals and provide your input
Use this guide for reference or share it with your team by saving or printing this page. Right-click anywhere on this page to save or print.