Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
It is the end of the year and all your employees are excited about the holidays. When the new year begins, employees start working towards new goals and targets set by their managers.
What can you, as an HR, do to ease the whole process of goal setting and monitoring? You guessed it right, find an effective goal setting software for your employees this year.
Here is a goal setting checklist for you to remember before choosing the right software for your organization:
Assigning goals is the basic functionality to look for in any goal setting software. This functionality allows managers to assign a goal to their direct reports without directly involving themselves into the goal. This functionality also allows managers to keep track of the progress that their direct reports make.
Assignment makes it makes easy for managers to assign goals to their direct reports without having to set up a formal meeting to do so.
Goal alignment is the first thing you should look for in a goal setting software because allows users to not only align their goals with organization goals but it also allows them to see the big picture. For example, if one of the organization’s main goals is breaking into an as yet untapped market, the ability to align goals shows an employee how exactly they are contributing to this specific goal.
There are software that allow you to see how the progress on your individual goals contribute to organizational/ department goals.
Goal sharing/ cascading goals means that employees of different levels are allowed to share a single goal and the goal will be the responsibility of all the users working on it. The ability to cascade goals means sharing goals from one level of the organization to the next. For example, a manager can cascade his goals down to his direct reports.
Cascading goals are an important feature because they help employees align their own goals with the organization’s objectives and see how their own work can support an organization’s broader objectives.
OKRs are one of the most popular and effective ways of setting goals and tracking them.
OBJECTIVES are something that you want to achieve, and KEY RESULTS are a measurable way to keep track of how close you are to achieve your objective. OKRs work on all levels, be it corporate, departmental or individual goals. Using OKRs promotes collaboration and helps you drive employee engagement in your organization.
Look for a goal setting software that allows you to set Objectives and Key Results for employees because key results break the goal down into more than one measurable area that allows users to achieve a goal, chunk by chunk, part by part.
One of the vital parts of employee goal setting is tracking their progress and actively help them with their goals. So, choose a software that allows you to track employee progress on goals effectively by sending out notification to goal assigners each time the someone checks in on the goal and giving the goal assigners the ability to comment on each goal check-in.
The ability to comment on goals allows both managers and employees to have a discussion about the goal and the progress that is being made. Commenting is an easy way to foster communication without having to formalize it.
Do you want to know how to use a goal setting software to improve productivity in your organization?
Request for a demo today!
