How to Create and Manage Your Goals
Learn how to create and manage goals in MyHub, set key results and due dates, update your progress, and use your goals as part of 1:1 meetings and performance reviews.
Yes. The change I would make is to turn the script into a standalone written help guide, rather than simply stripping out the video instructions. That means it should explain the feature naturally in written form, while retaining enough terminology and detail to make it useful for AI Search.
You will provide the article heading and summary, so the following is designed to sit directly underneath the video.
Understanding My Goals
My Goals is where you can create, manage and keep track of the goals you're working towards.
Each goal gives you a clear view of what you're trying to achieve, your current progress, the key results you're working towards, the priority of the goal and when it's due.
As you make progress, you can add updates to your goals, creating a useful history of what's been achieved, what's changed and anything that may be affecting your progress.
Finding and organising your goals
The My Goals page displays your goals as individual goal cards. Each card provides a quick summary, including the goal's status, progress, number of updates, due date, key results and priority.
You can use Search to find a particular goal or filter your goals by status, including:
- Draft
- Active
- Completed
- Cancelled
You can also reorder your goals, making it easier to keep your highest-priority or most frequently used goals near the top of the page.
Viewing a goal
Select a goal to open its full details.
The goal summary includes the goal's description, current progress, owner, key results and previous updates.
The update history is particularly useful because it provides an ongoing record of how the goal has progressed rather than simply showing its current percentage.
Creating a new goal
Select New Goal to create a goal.
Start by entering a clear title that describes the outcome you want to achieve. For example, rather than creating a goal called Improve Onboarding, a more specific goal might be Reduce Customer Onboarding Time to 14 Days.
You can then add a description explaining why the goal matters and what you're trying to achieve.
Depending on your permissions, you may also be able to choose who the goal is assigned to.
Adding key results
Key results break a larger goal into specific outcomes that help define what success looks like.
For example, if your goal is to reduce customer onboarding time to 14 days, your key results might include mapping the existing onboarding process, implementing a new workflow and having that workflow operating for all new customers by a particular date.
Where possible, make key results specific and measurable. They should make it easier to determine whether the overall goal is progressing successfully.
Setting priority, status and progress
Set the Priority to indicate how important the goal is compared with your other goals.
The Status shows where the goal currently sits and can be set to Draft, Active, Completed or Cancelled.
Progress provides a percentage-based indication of how far you've progressed towards completing the goal.
A new goal may begin at zero percent. If you're adding a goal that's already underway, you can set the progress to reflect the work already completed.
Adding start and due dates
Add a start date and due date to give the goal a clear timeframe.
Due dates are particularly useful when you're managing several goals because they help you identify which goals require attention and when they're expected to be completed.
Once you've entered the required information, save the goal. It will then appear on your My Goals page.
Updating your progress
Goals are most useful when they're kept up to date.
Open the goal and select Add Update when you've made meaningful progress.
Set the new progress percentage and add a short note explaining what's changed.
For example, if your goal is to reduce customer onboarding time to 14 days, you might increase the progress to 50 percent and add a note explaining that the new onboarding workflow has been introduced and is now being tested with customers.
Your update becomes part of the goal's history.
Updates don't need to be lengthy. A short explanation of what's been completed, what's changed or what's preventing further progress is usually enough.
Keeping this information current also provides useful context when discussing the goal with your manager.
Editing a goal
If the goal itself needs to change, select Edit Goal.
You can use this to change information such as the description, due date or key results.
Editing a goal is different from adding a progress update.
Use an update to record what's happened while working towards the goal. Use Edit Goal when you need to change the goal itself.
Viewing version history
When a goal is edited, MyHub retains a version history so you can see how the goal has changed over time.
This can be useful if the scope, timeframe or expected outcomes of a goal change. Rather than losing the previous information, you can refer back to earlier versions of the goal.
Using goals in 1:1 meetings and performance reviews
Goals are designed to form part of your wider performance and development conversations.
For example, if a goal is behind schedule because you need assistance from another team, you can bring the goal into your next 1:1 meeting and use it to discuss the support you need.
Goals can also be included as discussion points during performance reviews.
Because your goal contains its progress and update history, you have a useful record of what you worked on, what you achieved and any challenges you encountered during the review period.
Keeping your goals current throughout the year makes them considerably more useful when it comes time for a 1:1 meeting or performance review.