Scheduling goal updates
To encourage your employees to update their goals, you can add goal questions to your review campaigns (click here for more information).
This will ensure that your employees define their goals together with their manager during performance reviews.
You also have the option of launching a goal update campaign specifically for the employee.
For example, if you define your goals on a quarterly basis, as the reviewer, you can launch a mid-quarter campaign with the employee:
This will remind the employee to update the progress and/or status of their goals, and comment on them if necessary for discussion with their manager.
Another way of scheduling goal updates is to use email notification. You can choose the number of days before an employee is automatically notified if their goals have not been edited.
Freezing goals
Would you like to freeze your goals at the end of a period or financial year, or close them?
We suggest you use review campaigns. In these campaigns, once the reviews have been carried out, the goals are frozen in the state they were in at the time of the review. In this way, the review can be used to determine whether, at time “t”, your employee was at a given stage of progress towards their goals.
However, your goals can continue to evolve in the goals module. Each edit will be recorded and available in the goal history as shown below:
You can also export the goal details as they were at the time of the review via the campaign export (to help you calculate bonuses, for example):
For examples of review templates with goals,click here.