How to Create and Manage Company Goals
Learn how to create Company Goals, assign them to employees, teams or roles, and use them to align individual goals with wider organisational priorities.
Understanding Company Goals
Company Goals allow administrators to create goals centrally and assign them across the organisation.
They can be used to align employees with important company priorities, team initiatives or other objectives where multiple people need to work towards a common outcome.
When a Company Goal is assigned, each person receives their own individual version of the goal in My Goals.
This means employees can manage and update their own progress independently while still working towards the same wider objective.
Viewing Company Goals
Open Settings and select Company Goals.
The Company Goals area provides a central view of goals that have been created by administrators.
Goals can have different statuses, including Active, Draft and Archived.
You can use the available search, status and date filters to find particular goals.
Creating a Company Goal
Select New Company Goal to create a goal.
Start with a clear title that describes the outcome you want people to work towards.
For example:
Improve Customer Satisfaction
The title should make the objective easy to understand without requiring employees to interpret what the organisation is trying to achieve.
Choosing who receives the goal
Select the people who should receive the Company Goal.
Depending on your organisation's structure, you can assign the goal to specific individuals, teams or roles.
This allows a Company Goal to be as targeted or as broad as required.
For example, a customer satisfaction goal might be assigned to everyone in Customer Success.
A leadership development goal might be assigned to people in management roles.
A wider organisational priority could be assigned across multiple teams.
Adding the goal description
Use the description to explain what the goal is intended to achieve and why it matters.
For example, a Company Goal called Improve Customer Satisfaction might explain the customer experience the organisation wants to deliver and the improvements employees should focus on.
Providing this context helps employees understand the purpose behind the goal rather than simply seeing a target they've been assigned.
Adding Key Results
Key Results break the goal into more specific outcomes.
For a customer satisfaction goal, Key Results might include improving a particular customer satisfaction measure, reducing response times or completing a defined customer experience initiative.
Well-defined Key Results make it easier for employees to understand what successful progress towards the Company Goal looks like.
Setting priority and dates
Set the appropriate priority for the goal and define its start and due dates.
The priority helps employees understand the importance of the goal alongside their other goals.
The dates establish the period during which the goal should be worked on.
This is particularly useful when Company Goals are connected to a quarterly, annual or other time-based organisational objective.
Saving a Company Goal as a draft
If the goal isn't ready to be distributed, select Save Draft.
This allows you to prepare the goal, check the wording, confirm the recipients and make any other changes before employees receive it.
A draft Company Goal hasn't yet been assigned to employees.
Assigning the Company Goal
When the goal is ready, select Assign Goal.
An individual version of the goal is then created for each person included in the assignment.
The employee will see the goal within My Goals alongside their other goals.
From that point, they can manage their own progress, add updates and use the goal within their normal performance and development conversations.
Understanding individual goal progress
Company Goals use a one-way assignment model.
The administrator creates the Company Goal and distributes it to the selected people, but each employee then has their own independent copy.
For example, if a Company Goal is assigned to 20 employees, those employees don't all edit one shared goal.
Each person has their own goal and can update their progress independently.
One employee might be at 80 percent while another is at 40 percent, depending on their own work and progress.
Using Company Goals with 1:1 meetings
Once assigned, a Company Goal behaves like the employee's other goals.
It can therefore become part of regular performance conversations.
If an employee is struggling to make progress, they can discuss the goal during a 1:1 meeting with their manager.
This allows the organisation to set a common direction while still giving each employee and manager the ability to discuss individual progress, barriers and support.
Using Company Goals in performance reviews
Company Goals can also provide useful context during performance reviews.
Because employees maintain their own goal progress and updates, the individual goal creates a record of what they worked towards during the review period.
Relevant goals can then be selected for discussion as part of the employee's performance review.
Archiving a Company Goal
When a Company Goal is no longer required, it can be archived.
Archiving removes the individual goals that were created from that Company Goal and moves the Company Goal into the archived state.
This is useful when an initiative has ended or a centrally assigned goal should no longer remain active for employees.
Reinstating an archived Company Goal
An archived Company Goal can be reinstated if it's needed again.
When reinstated, active individual goals are recreated for the people who were originally assigned the Company Goal.
This allows an administrator to restore the goal without having to recreate the original assignment manually.
Using Company Goals effectively
Company Goals are most useful when there's a genuine reason for multiple employees to work towards the same organisational outcome.
They provide a way to establish that common direction without forcing everyone to share the same progress record.
The organisation defines the goal centrally.
Employees receive their own individual goals.
Employees maintain their own progress and updates.
Managers can then use those individual goals in ongoing 1:1 meetings and performance reviews.
This creates a clear connection between organisational priorities and individual performance while allowing each employee's progress to remain specific to their own work.