It’s hard to make progress in the right direction if you’re not clear about where someone wants to go.
Taking the time to discuss a team member’s professional aims and aspirations and write them down is a fundamental part of being a good manager.
The discussion is made harder because it often overlaps with formal performance management processes where employees commit to goals which they are assessed against later in the year. This can turn the conversation from a constructive chat about career ambitions to a sterile HR exchange. We wrote an article here to help you ensure that doesn’t happen.
But even if you have a great discussion, and have established some areas for your team members to work on over the coming months, there’s still a few of problems:
If you want some help knowing how many goals to set, how to phrase them, SMART goals etc. then all that is covered in our article on How to Start Setting Goals with Your Team. That should give you plenty of ideas for what the text should be.
Then Kommon comes in. Whenever you set a New Goal, you or your team member (whoever’s setting it) will be asked to fill in these parameters. It ensures your goals are SMART goals, and contain the relevant information.
Each team member’s goals are then stored in a simple list within their profile on Kommon so it’s clear what everyone is working towards.
If the aim of a goal is long-term and the due date is far away, it can feel less relevant to a team members’ day-to-day work.
Best practice is to break down the goal into smaller pieces. This gives the team member a pathway to make progress against, rather than feeling they’re working towards a distant objective.
This is where Kommon’s milestones come in.
When you create a goal, Kommon generates a goal timeline to which you can add milestones, leave comments and get feedback (more on those last two in a moment).
By adding milestones to the timeline with your team member, you can create a pathway for them to achieve the goal, track their progress, and keep the goal relevant to their day-to-day work.
As we discuss in our main guide on goal setting, you can also keep goals relevant by discussing them every month or so in your 1:1s. Kommon’s 1:1 tool has a specific feature to add Goals as topics for discussion for this purpose.
Kommon helps you and your team members track progress against goals in three ways:
Together these tools help you and the individual build a richer record of their progress towards each goal.
Beyond increasing transparency, motivation, and trust, when it comes to assessing performance, all the information you need will be right here.
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We’ve compiled a list of questions you can ask your managers and team members to identify the challenges they face, and help you pick the right solutions.