Goal Setting For Managers

Objective Success

Goals are the objectives that help managers set clear expectations and evaluate "what" the employee accomplished as part of the performance review. Goals aren't necessarily something that is already expected as part of the job. They are meant to act as a means to measure the impact on organizational success. For example, creating a weekly report and sending it out in a timely manner might be an expected part of a job, but it's not a goal.

 
Setting SMART (Specific, Measurable, Attainable, Relevant, and Time-bound) goals will help ensure that you measure what matters. PiiQ makes this process quick and easy, allowing managers to set, review, and adjust goals for the direct reports throughout reviews. Once goals are set and confirmed, they'll become available in the review for ratings and comments, making Goal Setting a vital step in the review process. Here's how it works.

Check out this video for a walkthrough on how to view, edit, and confirm goals for your team.

 

Team Goal Setting

Once the Goal Setting stage of your review begins, head to My Team > My Team's Goals using the navigation menu.

 

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If you have more than one employee, the first thing you'll see on this page is a list of your direct reports. If some employees have already had their goals confirmed, it will separate them so you can quickly determine who needs your immediate attention.
 
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Next, you'll see the goal categories provided by the administrator, such as Consulting Efficiency below. Click the View/Edit button for the category under which you want to set or update goals.

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A panel will display that shows the different goals beneath the categories, also known as sub-goals.

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Here you will have the ability to:

  • Make updates to your sub-goals
  • Create new sub-goals
  • Delete sub-goals you no longer need

 When updates to your employee's goals are complete, click confirm. This makes the goals available in the employee's Self-Review as well as the Manager Review.

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You can send a notification to the employee to let them know their goals are set by clicking the box to send them an email, something we recommend to spark the ongoing process of goal setting and updates.

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Awesome! Now both you and your employee have a live display of your performance cycle's objectives. The first step in driving success is determining what success looks like. Now, on to the achieving!

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