What do we know about effective goal management? For starters, it’s one of the key components of high-impact performance management in organizations. And, if you’re not entirely convinced of it, there’s abundant research out there that links goal management best-practices with better organizational results. This eBook explores the goal management best-practices that research says every organization should follow for success, the application of these best practices in a cloud-based talent management suite, and case examples of organizations who are achieving great results.

1. eBook: How to excel at
goal management
By Halogen Software
© 2014 Halogen Software Inc. Confidential – Not to be used, copied or redistributed without Halogen’s prior written permission.

2. Why Does Goal Management Matter?
• In a global economy, the pace
of change continues to
steadily increase
• For organizational survival,
alignment and agility must
increase
• Companies and organizations
must be able to innovate and
respond quickly
An organization’s agility
depends on the alignment,
engagement, resilience and
skills of its workforce

3. Why Does Goal Management Matter?
Effective goal management has a positive
impact on:
• Organizational goal achievement
• Organizational culture
development and
alignment
• Skill development
and bench-strength
• Employee
performance
• Employee
engagement
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4. Organizations with goal management best
practices perform better because:
• Employees know what is expected of them
and can move forward with confidence
• Employees are working on the right
projects, not wasting time on
unimportant tasks
• Work is aligned in achieving
organizational goals – everyone
is pulling together
But, there’s a problem…..
© 2014 Halogen Software. All rights reserved. All contents are confidential.
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5. Many executives, managers and employees
lack the skills to set effective goals
Organizations face a number of challenges
when it comes to goal setting. Perhaps the
most common one is related to skills.
This has a negative impact
in a variety of ways…

6. Poor quality goals mean…
• Employees and their organizations don’t
have the clarity and alignment needed for
high performance
• Managers and employees may be wasting
time and effort working on the wrong things
• Executives can’t effectively measure
organizational performance and progress
• Managers have no basis for objectively
evaluating employee performance,
providing feedback and coaching,
developing employees or supporting
career advancement
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7. 4 Goal Management Best Practices
Set SMART Goals for clarity and alignment
Align individual goals with organizational goals
Communicate the status of high-level goals
Regularly review, revise and update all goals
Let’s look at the four best-practices in more detail…
Based on recent research by Bersin by Deloitte, Watson Wyatt, the Aberdeen Group, the
Institute for Corporate Productivity (i4CP), the Corporate Executive Board, and others
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8. Best-practice #1:
Set SMART goals for clarity and alignment
What are SMART Goals?
S Specific. The goal identifies a specific action or event that
will take place.
M Measurable. The goal allows employees to determine and
measure their progress towards completion.
A Achievable. The goal is achievable while still challenging
enough to push the employee and organization forward.
R
Relevant/Realistic. The goal allows for success based on
available skills and time and is aligned with and supports the
organization’s strategic objectives.
T Time-bound. The goal states the specific
time period in which it will be accomplished.
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9. Best Practice #1:
Best Practices for setting SMART Goals
What Why
Managers and employees
collaborate to set goals
Enhances communication, empowerment
and engagement while providing
multiple insights about how best to get
the work done
Employees and managers can clearly
visualize what success looks like and
what it will take to get there
Helps everyone know what’s expected and
how success will be measured
Choose goals that have an element of
“stretch,” build on employee strengths
and interests. Provide development
resources
Spurs employee and organizational
continuous improvement; makes the
most of talent
Discuss how employee goals will help
the manager, department and
organization achieve its goals
Boosts employee effort, focus and
performance as they see their part in a
larger effort

10. Best-practice #2:
Align Individual Employee Goals with
Organizational Goals
64% of employees don’t understand their
organization’s goals *
Employees need a more direct view of the connection between their
individual goals and the organization’s high-level goals. This alignment
helps gives employees a context for their day-to-day work, and builds
their pride and motivation
Through greater goal alignment, organizations can expect employees to
focus their efforts on the highest value activities and deliver the best
returns possible.
* Source: Driving a High-Performance Culture: Ten Key Insights from Corporate Leadership Council
Research; Corporate Leadership Council
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11. Best-practice #3:
Have Your Leaders Communicate
Organizational Goals and Status
Best Practices:
Leaders need to frequently communicate:
• What the organization’s goals are and how they
support the overall mission and vision
• How individual goals link to organizational
goals and initiatives
• The current status of the goals, including
changes in priorities
• DON’T: Hide bad news when goals are at risk
• DO: Celebrate success when milestones are
met
Leadership support
and communication
leads to higher
engagement and
better business
results

12. Best-practice #4:
Review and Revise Goals Regularly
Benefits: Companies that review and revise goals at least
quarterly are…
45% more likely to have above-average
financial performance
64% more likely to be effective at holding
costs at or below level of competitors
But most companies miss the mark for goal review
54% of organizations still think of
goal setting as a once or twice per
Source: Bersin by Deloitte year activity
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13. Best-practice #4:
Review and Revise Goals Regularly
• “Walk the talk” by holding
themselves and their subordinates
accountable for setting, measuring
and achieving goals
• Regularly review and revise goals
at all levels of the organization to
keep pace with changes in priority
• Create an open environment in
which issues can be surfaced
• Have regular reviews with
individual employees to check
progress on goals
• Provide resources and remove
barriers to successfully meeting
goals
• Coach employees to improve
performance and ensure goals are
met while avoiding micro-managing
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Best Practices:
Leaders at all levels need to:

14. Key Questions for Your Organization
Which of the 4 best-practices does your organization currently follow?
Which ones should you think of implementing?
Are all your employees able to state your current organizational goals?
Do all your employees have individual goals to work towards?
What could you do to increase everyone’s skills at writing effective goals?
How could you measure the business impact of
adopting better goal management practices? Get the full ebook:
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15. Want to learn more?
Read the eBook!
Further explore how your organization can excel
at goal management.
Download now
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