Switch this off to disable the entire Goals module for everyone in your account. Switching off a module will not remove any data, so you can turn Goals on and off at any time in your performance cycle.
Rename 'Company objectives'
Company objectives are the very top level of your Goals structure, and cascade down through department, team and individual goals. You can rename these to Business objectives, Strategic goals or anything you'd like! Make sure when renaming to use the singular form, i.e. Company objective not Company objectives.
Use department goals
Switch this off to disable the creation of department goals, if you'd rather just use Company objectives.
Use team goals
Switch this off to disable the creation of team goals, if you'd rather just use department goals and/or Company objectives.
Enable full goal visibility
By default, employees can only see their own individual goals and any team and department goals for their group. Switching this on will give every user access to the 'All colleagues' tab under the Goals overview area, which is usually available only to admins. It will allow employees to see the individual goals for everyone in the business. This is great for encouraging transparency across your teams, but it's not practical for all companies, especially those who handle sensitive data.
Select goal attributes type
When creating a new individual, team or department goal users are prompted to fill out a set of attributes that gives more detail to their goal and how they plan to achieve it. Select which group of attributes you'd like to use:
- SMART - A five-part system designed to help employees really hone in on what is important in their goals. The attributes are Specific, Measurable, Attainable, Realistic, and Time-bound.
- OKRs - Objectives and Key Results requires employees to list three Key Results for each goal where the probability of achieving the Key Result is high, medium and low. It's designed to create an achievable result, as well as add "stretch" results for exceeding the outcomes.
- Custom - Or, build your very own attributes! You can add up to four custom attributes, each with their own name, description and help text. Click 'Edit custom goal attributes' to set these up.
Allow users to attach KPIs to goals
This gives users the ability to attach trackable KPIs to individual, team and department goals in addition to the attributes they add when creating a goal. You can click to edit the KPI builder settings to add custom actions and qualities of your business KPIs, or use the KPI builder we have in place. KPIs are added after a goal is created, in the Attributes section.
Allow owners to edit goal attributes
This will allow goal owners to change/update the attributes of their individual goal after it has been created. Switch this off if you want to 'lock in' goal details at a certain time. Goal owners will still be able to update their progress slider, select status flags and add comments to their goals.
Status selectors are the colourful status flags that categorise a goal according to its progress. You can use our default statuses, or click 'Edit status selector values' to create your own text values. These are useful in the Goals reports, for managers and admins to quickly see whose goals are performing to plan and who is falling behind.
Allow users to align goals
This gives users the ability to align their individual goals to team and department goals, as well as to your Company objectives, when they create an individual goal.
Use hierarchy view for goals
The Goals overview page shows all individual, team and department goals for an employee, with the alignment to upper level goals part of the expanded goal view. If you switch on hierarchy view, this will group goals in the order that they cascade down, and display each aligned goal in its cascading order.
Allow goal weightings
The main way goal progress is indicated is by the progress slider, shown as a percentage. Average progress across all goals is shown in the Goals overview. You can switch on the ability have a weighted average goal progress for all individual, team and department goals. When switched on, users add a weighting to each goal in the Attributes section, until the total section weighting adds up to 100%. This way some goals can be ranked as more important than others, and the weighted average progress score will take this into account.
Allow goal progress to exceed 100%
By default the goal progress slider is fixed at a 100% maximum. If you often work with goals that exceed targets, for instance within a Sales environment, you can allow the progress slider to exceed 100%. This will be accounted for in the total average goal progress score.
Ask for manager approval on creation
When a user creates a goal, this will notify their line manager by email that the goal requires approval. The individual goal will show an 'Approval pending' flag until the manager has reviewed and approved the goal details. Managers can also reject goals with comments, which will notify the employee that they need to go back and make changes as specified.
Manager confirmation on goal completion
Similar to manager approval, this will notify an employee's line manager by email that they have either moved the progress slider to 100% or marked their goal as 'Complete' with a status flag. The manager will then need to approve that the goal has been completed.
Allow managers to close goals
You can use this to allow managers to note goals that are closed without being 100% complete or achieved. This keeps the goal in the active view (i.e. the goal is not archived) but it will be closed for any updates to goal progress or status.
Minimum/Maximum individual goals
Use this to add goal count limits for individual goals. If a user hasn't added the minimum required goals you've specified, they'll be shown a warning message on the Goals overview until they've created enough goals. Once they reach the maximum, the ability to add additional goals will be disabled for that user.
Closing a goal cycle
Disable setting new goals
This will prevent all users from being able to set new goals. Switch this on if you have a specified "goal setting" period, after which you'd like noone to be able to add additional goals.
Disable updates to goal progress
Switching this on will prevent users from being able to update their goal progress sliders or change status flags. Switch this on once you reach the end of your performance cycle and want to analyse the progress of all active goals, before you archive everything.
Allow users to archive goals
Archiving goals will take them out of the 'active' view, and you'd generally do this at the end of a performance cycle. It allows everyone to access past goals without cluttering up their active Goals overview, and so that you don't need to delete any historical data. By default admins can archive goals for anyone in the company, or switch this setting on to allow users the ability to archive their own goals at any time.
Manually archive all Company objectives
Just as the Feedback and Review modules might not be on the same timeline as the Goals module, so the Company objectives are generally set for a longer term than individual goals. When you're ready to set new business objectives, click 'Archive all company objectives' to clear these to the archive.
Manually archive all goals
In order to open a new performance cycle, you'll want to clear out all of the goals from your past timeline. Of course, we still want this to be accessible to all users, so we allow you to archive these. This allows you to set any length of time for managing goals, whether you want to do this quarterly, bi-annually or annually. We also keep archiving separate per module so that you can run different timelines for different modules. Click 'Archive all goals' to move all active individual, team and department goals to the Archive, whether they're complete, in progress or just started.
Remember to click 'Update business details' to save your changes.