Ready for some tips on goal setting? Good idea! We have worked with clients and evaluated feedback, so we have seen first-hand what has been successful and what hasn't. We've created a seamless process for you, and have found a recommended practice for successful goal setting! Here's where you will find PiiQ's Best Practice:
There are two ways to set up Goals, which we will go over below:
1. Single Goal Category Setting (great for organizational-wide goals)
2. Multi-Goal Category Setting (beneficial for more Admin and management control over goals and weighting)
Let's begin with PiiQ's recommended practice. This option is my favorite, for it's clean, organized appearance, and role-friendly access!
Single Goal Category Setting (Recommended PiiQ Best Practice) -
The PiiQ best practice is the one that has been proven to be more successful with employees while navigating through their review in PiiQ. We want to set up your Organization for success, after all!
In this format, one overall goal category is created. This can be named whatever you think would be appropriate and clear for your employees. I created an example below that can be utilized here. For your goal, you can use your company name or a description that would be clear to your employees. For my example, I chose to use "Yearly Performance Goals".
In the Notes section, I include what to do, and what goals to set. This makes it clear for employees what to edit and how to address the goals required for them. Having clear instruction makes employee participation much more successful!
From there, the sub-goal categories are utilized for each specific goal you want to address. For my example company, I want employees to address 3 business function goals and 1 personal goal. I also made it clear in the note section that any People Managers should include a People Development goal as well. (This sub goal can be deleted by employees who are not people managers, and who therefore do not need to set a People development goal.)
Pros to this format:
- Anyone can use this template, no matter what role is assigned
- Leaves the least amount of room for error
- Able to change goal at any time
- Can adjust weighting based on goal importance
- It creates a more fluid process in the instance an employee moves departments, etc.
Multi-Goal Category Setting -
In this second option, you can use multiple goal categories, rather than one as we discussed above.
Let's use the same example goals that I used earlier. I still want 3 Business Function goals, 1 Personal Development goal, and one People Development goal (if necessary).
In the multi-category goal setting format, each one of the goals is entered as a goal category, with the Notes explaining specifically what is required for the employee to edit.
Then, when you expand the goal, you can see the sub goals that detail the specific requirements listed in the Notes.
You would consider using this format if you want all goals to be weighted equally and prefer the look to be more expansive. You are able to add as many sub goals as you would like, to either format as well.
Another important thing to remember is that goals appear on your review based on role assignment. This means that you are always able to use a combination of both goal setting methods! This functionality is extremely beneficial to those companies who might need the multi category option for certain groups only.
For example, you might use the single goal category template for the majority of your workforce but have also have a need for the multi category goals for a select group of people, like your Executive Leadership Team. PiiQ is flexible enough to allow for both, as needed.