How Goals Fit Into Performance Management

Overview 

In this section, we'll be covering how Goals fits within the larger Performance Management suite. 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
2. 2. The Value of a Goal Management Solution
3. 3. Recommended Goal Methodologies
4. 4. How Goals Fit Into Performance Management (you are here)
5. 5. How to Launch a Goals Program
6. 6. Recommended Goal Configurations
7. 7. Measuring Success
8. 8. Conclusion
9. 9. Resources

Goals have been a longstanding component of robust performance management programs. However, leaders, managers, and employees can get more value from their goal system by integrating it into other key elements of their performance program.

4.1 Performance Evaluations

Goals should always be included in performance evaluations. By incorporating goals into performance conversations, there are several key benefits.

First, managers can better assess employee performance by having quantifiable targets and discussing them openly with their direct reports. Second, employees can learn and grow by analyzing their goal successes and failures.

Also, having goals and performance reviews in one system benefits HR leaders, managers, and employees.

With a holistic solution, employees are more likely to develop goals, complete performance reviews, and improve performance.

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4.2 Feedback

Feedback is a crucial component in driving completion of employee, team, and departmental goals. We recommend that goal owners request feedback at key milestones in their progress. For instance, if a sales rep wants to increase ARR by 20% in 1H2020, they can follow-up with colleagues when they increase ARR by 10% and 15%.

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4.3 1:1 Conversations

Goal discussion isn’t only for formal conversations and feedback — it can also be covered in an employee’s 1:1 with her manager. This proactive approach has several benefits for the employee and the company:

• Better alignment of individual goals to business goals
• Improved manager visibility into the employee’s projects• Improved ability to troubleshoot roadblocks early
• More accountability for the employee
• Goals don’t need to be covered in every 1:1. But as an employee-driven meeting, direct reports should feel free to discuss their goals and progress as needed

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4.4 Employee Engagement

Goals are also a mechanism for addressing employee engagement. There are a couple of different ways that HR teams can use goals to improve employee sentiment.

First, HR teams can lead training and ensure that employees input attainable goals. While it’s okay for goals to be challenging, employees shouldn’t have a goal that is so difficult that they’re immediately discouraged.

Second, HR teams can create goals to act on low employee engagement. For instance, if HR leaders determine that the Boston office has low engagement because they don’t have confidence in leadership, they can create one or more goals in Reflektive to follow-up on this. Perhaps they can lead a new manager training. Or hire additional managers to support the rapidly-growing team. Regardless of the type of follow-up, being able to easily create and view goals makes them more likely to be completed. And by being transparent and acting on engagement-related issues, employees are more likely to be happy and stay at the company.