How to View and Manage Team Goals
Learn how Team Goals helps managers view the goals of people who have selected them as their manager, monitor progress and support ongoing performance conversations.
Understanding Team Goals
Team Goals gives managers visibility of the goals being worked on by the people who have selected them as their manager.
It provides a central place to understand what each person is working towards, how their goals are progressing and where additional support or discussion may be useful.
Team Goals isn't intended simply as a reporting tool. It's designed to help managers have better conversations about progress, priorities and development.
Who appears in Team Goals
Team Goals is based on the manager relationship in Performance & Growth.
When an employee selects you as their manager, their goals become available to you through Team Goals.
This means Team Goals is specific to the people who have selected you as their manager rather than being a general view of everyone in a department or team.
Viewing your team's goals
The Team Goals page brings together the goals belonging to the people you manage.
You can use the available search and filtering options to find a particular employee or goal and focus on the information that's most relevant to you.
Each goal provides information such as its title, status, progress, priority, due date and key results.
This gives you a quick overview before opening the goal for more detail.
Viewing an individual goal
Select a goal to see its full details.
This lets you understand what the employee is trying to achieve, the key results associated with the goal and how far they've progressed.
You can also review the updates that have been added as the employee works towards the goal.
These updates provide useful context because a percentage alone doesn't always explain what's happening.
For example, a goal may only be 30 percent complete because the employee is waiting for another team to complete an important piece of work. An update can provide that context and help you understand whether the employee needs assistance.
Using Team Goals in 1:1 meetings
Team Goals can be particularly useful when preparing for a 1:1 meeting.
Before the meeting, review the employee's active goals and look for anything that may need discussion.
You might notice that a goal hasn't progressed recently, that a due date is approaching or that an employee has added an update identifying a problem.
Rather than simply asking for a general status update, you can use the goal to have a more useful conversation about what's happening and what support may be needed.
Goals can also be attached directly to a 1:1 meeting so they become part of the meeting agenda.
Supporting employees when goals are off track
A goal being behind schedule doesn't necessarily mean the employee isn't performing.
There may be dependencies, changing priorities, resource constraints or other issues preventing progress.
Team Goals gives you the information needed to identify these situations earlier and discuss them with the employee.
For example, if an employee has a goal to launch a new customer onboarding process but is waiting for technical assistance, the conversation can focus on removing that blocker rather than simply questioning why the progress percentage is low.
Recognising progress
Team Goals is also useful for recognising good performance.
Regularly reviewing goals lets you see when employees reach important milestones, complete key results or make significant progress.
That gives you an opportunity to recognise achievements as they happen rather than waiting until the next formal performance review.
Using goals during performance reviews
Goals can also provide useful evidence and discussion points during performance reviews.
Because goals contain progress information, key results and a history of updates, they provide a record of what an employee has been working towards during the review period.
This can help both the employee and manager have a more informed performance conversation based on actual goals and progress.
Keeping performance conversations ongoing
Team Goals works best when it's used regularly.
Rather than waiting for a formal review, managers can use it throughout the year to understand priorities, identify where support is needed, recognise progress and prepare for 1:1 meetings.
Combined with My Goals, 1:1 Meetings, Feedback and Reviews, Team Goals helps make performance management an ongoing conversation rather than a once-a-year event.