Designing and Launching an Effective Goals Program

Overview 

Welcome to Reflektive's HR Guide to Designing and Launching an Effective Goals Program! We will be talking about strategies, best practices, and tips that you can use to successfully implement Reflektive's Goals platform to your organization. Please review all the following sections carefully. Each of the chapters are broken down into separate articles, which are linked in the table of contents below.

If you would prefer to view this guide in its entirety and as a single .pdf, please download it here.

1. 1. Introduction (you are here)
2. 2. The Value of a Goal Management Solution
3. 3. Recommended Goal Methodologies
4. 4. How Goals Fit Into Performance Management
5. 5. How to Launch a Goals Program
6. 6. Recommended Goal Configurations
7. 7. Measuring Success
8. 8. Conclusion
9. 9. Resources

In the modern workplace, alignment between individual employee responsibilities and overall business objectives continues to be a major challenge.

In fact, more than 35% of US employees say that alignment is their biggest barrier to successful business execution (based on a Reflektive survey of 1000+ US workers). One of the best ways to boost employee alignment is to give them much-needed visibility into both overall business objectives and the priorities of their cross-functional partners. The easiest way to do this? A flexible and easy-to-use goals program that acts as a source of truth for leaders, managers, and employees on company-wide business objectives.

This guide for HR professionals explains the crucial components of an effective goals program and how to best select, launch, and manage your program. Per Thomas Edison, “Being busy does not always mean real work. The object of all work is production or accomplishment and to either of these ends there must be forethought, system, planning, intelligence, and honest purpose, as well as perspiration. Seeming to do is not doing.”