As companies become more agile and collaborative– with an increased focus on what an employee is doing *right now* versus a once-annual checklist of goals set 12 months ago– they need flexible and immediate ways to track, along with a quick way to change, add, and realign goals for individual employees and for groups.
That’s where goal tracking, a standard feature in performance review solutions, comes in. Tracking functionality can be applied to several different types of goals including cascading goals, social goals, and collaborative goals.
Collaborative & Social Goals
As I write this, Capterra is conducting an experiment that brings together a group of employees from different departments, with different talents, experiences and backgrounds, to work together toward common goals. We also get to set our own goals, which is a bit of a different approach – a group of employees defining the terms of their success.
During this experiment, we are no longer being measured just on our individual accomplishments. Our success is also measured as a group, and how well we meet our goals as one unit. We’re working collaboratively and working quickly. One question we’ll need to answer is how we will keep that collaborative momentum going. Another will be how the company will continue to track the performance of employees as individuals and not just as group members? We also want to hold each other accountable for our goals.
As with everything else these days, goals are going social. In many performance appraisal solutions, individuals can set, track, and assess their own goals, a group can monitor their collective progress toward goals, or managers can set expectations and evaluate employee performance. Performance software also allows employees to share goals with co-workers and ask for support, as well as to create group or joint goals.
In addition to setting and tracking goals on an individual basis, many performance review software solutions also allow you to set and track cascading goals. “Cascading” meaning how an individual’s goals match up to the bigger group’s goals, and even how that group’s contribution helps to accomplish the company’s top-level goals.
Instead of the usual annual performance review checklist (which often doesn’t help an employee see the bigger context of their work), many performance appraisal solutions allow you to track how each person in an organization contributes to the overall company’s success. This not only helps to underscore an employee’s importance to the company (both to a manager and to the employee herself), but it can lead to improved morale. By showing an understanding of why individual goals weren’t just arbitrary busy work, you can instill that your employees are, in fact, a part of the group’s success and the overall success of the company.
As an individual employee sees their successes contributing to group and company-wide successes, group goal setting and collaboration to achieve them is a natural result.
Learn more about goal setting and other ways that performance appraisal software can help your company increase productivity, collaboration, and employee satisfaction by talking to performance appraisal software vendors that meet your company’s specific needs.