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.
- 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.
Cascade: You are able to copy your goal and assign it to a department, location, positions, or employees. Note - only specific people will have the ability to cascade a goal to all employees/groups.
Delete: When deleting a goal, you'll see a prompt pop up. Confirm with the delete button.
- Comment on a goal. You can make comments on your own goal, or on a peer's goal. This is a helpful feature to use if you want to provide more context on a goal, or if you wanted to have a public conversation about it with someone else.
- As a manager, you can scroll further down past your own goals and click on Add to create a goal for your direct reports. Remember, you can click on the downwards chevrons to expand any of your own or your direct report's goals.
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!
Print this Guide
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.