Follow

Goals in Performance


The goals feature allows you to track progress on work and development goals. There are four different categories of goals:

  • Individual 
  • Team
  • Department
  • Company 

What's more, you can tag individual goals as development or business to clarify your goal focus. 

Who can create goals?

All users can create individual and team goals, and those with account permissions can create department and company goals.

  • All users can create individual goals.
  • Members of a team can create team goals. Learn more about team goals.  
  • Department and Company goals require account permissions. The Account Administrator handles account permissions at your organization. 

Get started with Goals

TIP: Explore our courses about goals in Culture Amp Training for employees, managers, and administrators.

Create and Customize an Individual Goal

To view, create, or edit individual goals, click Goals in the top navigation. From here, you can create any goal type. Go to the action button in the top right corner of the page, use the dropdown to select the desired goal type. 

goals_nav.png

As you create an individual goal, add specifics:

  • Goal title: What is the main objective of the goal?
  • Description (optional): Why is the goal important, and what is the plan to achieve it?
  • Due date: What specific date would you like to have this goal accomplished?
  • Goal type (optional): Tag your goal as business or development. 
  • Visibility: Who should have access? Choose from Everyone in the company, Manager only, Only me, or Specify Users. 
  • Priority (optional): Is the priority level low, medium, or high? 
  • Key Results (optional): What key results should be used to track and achieve the goal?
  • Goal Owner(s): What colleagues should be accountable for managing the goal?
  • Alignment (optional): Should the goal align with a team goal, department goal, and/or a company goal?

If visibility includes your manager, they will receive a notification email when you create an individual goal. 

Screen_Shot_2020-12-07_at_3.30.45_PM.png

 

Invite Others to Collaborate

If you want to invite a colleague to collaborate with you on an individual goal, @ mention them in the goal's comments section.

Track Individual Goal Progress

Update key results to track progress on goals. Goal progress is displayed and includes the average of all the key results. You can mark a goal as blocked when you are unable to progress. Your manager will receive an automatic notification email when a goal is marked as blocked.  

View Goals Across Your Organization

You can view goals that others have shared with you by clicking on an employee's profile picture. Go to My Company, select Directory, and click the Goals tab. Or by searching for someone in the Chrome extension.

Managers can see all of the individual goals created by their direct reports. Go to Goals and select Direct reports goals to see all goals in one view. 

Account Administrators can see goals that have the visibility marked "Everyone" or "My Manager." Go to Admin Settings and select Goals. Account Administrators cannot view goals that have visibility set to "Specific Users" or "Yourself." 

Assign Goal Owners

You can assign any user as a goal owner for any goal. When you assign a goal owner, the user receives a notification that a goal has been assigned to them and who assigned it. Goal owners can remove themselves from a goal. 

When do we recommend assigning goal owners?

While you are able to assign goals to individuals by making them a goal owner, keep in mind that employees are more motivated and committed to complete goals if they participate in the goal-setting process. Here are the most common and recommended use cases for assigning goal owners:

  • Administrators can assign company goals to executives who may not have time to input their own goals into Culture Amp
  • Anyone can add multiple goal owners to a goal to create a sense of shared ownership - rarely is a goal truly owned by a single individual!
  • Managers can assign goals to their direct reports - to make sure they are equally motivated as if they had participated in the goal setting, be sure to:
    • Explain the rationale behind the goal
    • Set appropriately challenging goals and be open to your direct report’s feedback on the goal

 

 



Was this article helpful?
7 out of 14 found this helpful
Have more questions? Submit a request

Comments