Choosing the frequency to set your goals

Before you get started

When setting up the Goals module, we advise you to keep the same time periods that you used before digitizing the process. Then change your practices if need be.

Adapt the frequency to suit your needs

Option 1: Single annual review

Typical example: Annual goals set in January of the current year to be reported on in January of the following year

This choice of management is often imposed by the logistical cost of organizing several campaigns. Most companies managing their reviews on paper/in Excel use this configuration with an annual frequency.

With Poplee, the campaign logistics are done automatically. So it's feasible to increase the frequency if you notice the following symptoms:

• Symptom 1: During the review, some goals are obsolete and not addressed
• Symptom 2: The risk associated with certain goals is detected too late and it isn't possible to make the changes needed to attain them
• Symptom 3: Some situations have worsened because the problems encountered take too long to process 
• Symptom 4: Some employees "discover" that their performance is not up to expectations during the review

Choice 2: Frequent review of annual goals

Typical example: Annual goals set in January of the current year, with a progress report in June and a final report in January of the following year

With Poplee, it is possible to launch goal review campaigns requiring an update on the progress of each goal for a given population.

3 types of campaign are possible:

1. Traditional campaigns with employee preparation and manager review
2. Manager campaigns with only one progress update per employee
3. Employee campaigns with only one progress update per manager

These goal update campaigns can be launched at any time:

• mid-year
• at the end of each quarter
• at the end of each month
• every week...

A physical review is not mandatory. These campaign reports will allow the manager to decide which members of their team they want to meet based on the issues raised.

Frequent reviews help to avoid symptoms 1 to 4. But if you use annual goals only, you may see the following symptoms emerge: 

• Symptom 5: Priority goals emerge half way through the period
• Symptom 6: Some goals are completed at the beginning of the year and it is difficult to take stock of them
• Symptom 7: Too many goals at the same time 
• Symptom 8: Some projects have been completed that were not included in the list of goals

Choice 3: New goals to be set frequently

Typical example: Quarterly goals set in January, April, July, October with a progress report half way through the quarter

Depending on your structure, you can opt for half-yearly, quarterly or monthly goals.

Increasing this frequency allows your teams to devote the time required to set goals properly. The importance of setting goals to ensure they are achieved justifies the time invested. Your employees also benefit from taking care with respect to goal setting.

"In terms of recognition, the keys to running at full speed are 82% responsibility (I feel I am trusted), 62% feedback (I understand how my performance is assessed) and 58% development (how I can develop in the company). On a day to day basis, this translates into a clearly defined job, regular and constructive feedback, and future prospects. "- HappyAtWork survey 

This is howwe moved from annual to quarterly goals here at Lucca.

Increasing the frequency of goal setting helps to get rid of symptoms 1 to 8.

• Symptom 9: Forgotten long-term goals 

Choice 4: annual goals combined with quarterly/monthly goals

Typical example: Separation of personal development goals and operational goals

By choosing to have 2 types of periods side by side. You make it possible to set long-term goals (major projects, personal development etc.) and fine-tuned, well-defined goals.

Example:

• 2020 Goal 1: Know how to negotiate in English
• 2020 Goal 2: Open a profitable subsidiary in London 
• 2020 Goal 3: Make €3,000,000 of turnover in England

• 2020Q1 Goal 1: Retake the TOEFL
• 2020Q1 Goal 2: Recruit a recruitment officer
• 2020Q1 Goal 3: Find a showroom in London

• 2020Q2 Goal 1: Advanced negotiation course in English
• 2020Q2 Goal 2: Recruit 5 local sales assistants 
• 2020Q2 Goal 3: Sign 1 contract worth €500k 
• ...

 During the annual review, you will be able to review all the goals for the year 2020 by selecting all the periods of the year.