Goal Setting and Progress Tracking

This document provides a comprehensive overview of setting and tracking goals within an organization. It outlines how employees and managers can collaboratively establish objectives that align with organizational goals and monitor progress effectively throughout the year. The guide emphasizes the importance of structured goal setting for both individual and organizational growth.

Step 1

Charlie from Metrotech introduces the process of setting goals and tracking progress. Many organizations encourage employees and managers to set goals essential for growth. Various approaches can support advanced and simplified goal use, based on the organization's familiarity with the process.

Step 2

Some benefits of setting goals include improved outcomes through ownership, real-time progress feedback, reminders for deadlines, structured deliverables aligned with strategic objectives, and integration with training content to reinforce skills. Let's explore further.

Step 3

Now, let's discuss adding goals. The goal-setting process facilitates communication between employees and managers throughout the year, aiding in tracking progress on individual or team goals. As an employee, you may have the opportunity to add goals to your review documents.

Step 4

At the beginning of the year, the review section is blank, allowing employees or managers to add goals. As an employee, you can either reuse past goals or create new ones from scratch.

Step 5

For example, if you wish to learn Excel, you can input this as a goal and include descriptive text to elaborate further.

Step 6

There are specific help articles available for creating goals in a SMART format. You might have example rating scales, typically just one or two, which can be added along with the goal.

Step 7

Depending on system preferences, goals may automatically have a weight that contributes to the overall outcome of a performance review. Throughout the year, the focus is on tracking and documenting success, with the option to add notes.

Step 8

Employees can update information on their goals as they progress throughout the year, such as enrolling in training programs.

Step 9

Managers have additional responsibilities in goal setting and tracking. Notifications are provided when employees remove goals from their documents, alerting managers through the system and external platforms like Slack and Teams.

Step 10

Managers can also add or remove goals in the system. For instance, you might see different types of goals, such as the recently added Learn Excel goal and others.

Step 11

Project-based goals can include milestones, like implementing Trackstar, and track advanced goal elements. This feature is suitable as organizations advance their goal-setting programs.

Step 12

Optional but beneficial, tracking progress through target values, such as a sales goal percentage or widget production, aids in engagement between employees and managers.

Step 13

For sales quotas or currency-based metrics, goals can be tracked in various currencies. Automated reminders align with specific goals to enhance tracking.

Step 14

You can schedule reminders and determine recipients, such as sending reminders to the employee and yourself, ensuring alignment with deadlines.

Step 15

Associating work with broader departmental or company-wide objectives offers flexibility. Administrators can modify these objectives for better insight into employee contributions toward organizational improvements.

Step 16

Employees gain better understanding and buy-in by seeing how they contribute to organizational outcomes. Specific tasks, although not contributing to value calculations, track milestones and ensure timely goal achievement.

Step 17

When saving, ensure to include body text in emails, as there are additional elements involved in the process.

Step 18

Training-based goals, such as assigning the Becoming A Great Leader course linked to Trackstar Learn LMS, can enhance skills and knowledge within the organization.

Step 19

The library includes compliance training materials. Managers can assign relevant courses, like Excel, to support employee learning and development.

Step 20

To assign a training course, browse the LMS contents. Once identified, click Save to assign the course, ensuring the employee receives notifications to complete the training.

Step 21

Assigning a course triggers reminders and invitations. As employees begin the course, the system updates the status automatically, reflecting progress.

Step 22

Manager Goals allow tracking of team activities and goals. A structured view shows percentage completion and nests advanced goal elements under main goals.

Step 23

Advanced goal settings nest under primary goals, providing extensive functionality. Managers can view their team’s progress and ensure alignment with strategic objectives.

Step 24

Managers can use filters to manage team objectives effectively, ensuring all goals are on track and aligned with timelines.

Step 25

Strategic goal alignment offers an additional oversight layer. Administrators can explore objectives, assessing who is working on areas like employee retention.

Step 26

This feature allows viewing of employee progress on specific goals, sorting by completion percentage, and offers insights into individual contributions to organizational goals.

Step 27

Employees with aligned goals demonstrate better performance and motivation. Training linked to performance outcomes improves retention of both employees and shared content.