The Goals platform for managers is easily accessible by clicking on the "Goals" tab at the top of the menu. Most of the features are already covered in the Goal Management for Individual Contributors article, so please read up on that. Below, you'll learn about functionality exclusive to people managers.
- The Manager Dashboard for Goals within the Reflektive system gives managers an overview of all your direct reports and their overall progress with their goals, with some metrics and visualizations that can help you break down the data.
Start by using the search bar to identify which set of goals you wish to analyze
- Search by department, location, goal title, or tag if applicable.
- Alternatively, select one of our most popular searches to view goal progress for your direct reports, organization, or department.
View progress by employee and expand for details on individual goals
- Expand each employee’s profile to unveil additional information such as individual goal title and % completion.
- Private goals will not be visible when users expand for more details. However, private goals are included in all Goals dashboard calculations.
- For further clarification, individual private goals will be visible to direct managers and indirect managers within the "Goals" tab.
- Under More, you will see that as a manager, you can Cascade your goals to your direct reports. This feature essentially allows you to clone any of your existing goals for your direct reports. This allows for easy delegation/assignment of duties, if that is a common practice of your company.
- As a manager, you have the ability to create Group Goals (usually department/team goals) that would appear if you click into the "Group Goals" tab. You are also able to edit/modify the Group Goals as well. Only Administrators have the ability to create/edit Company goals.
- As a manager, you can scroll further down past your own goals and click on "+ Add a New Goal for [employee name]".
Using Goals Best Practices
- 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!
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