Increase Employee Engagement with Continuous Goal Management

Posted by Judy Fort on November 12, 2019

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Only 40% of employees strongly agree that in the last year, they have had opportunities to learn and grow and almost 80% of employees feel that they do not have performance metrics that are within their control, according to research conducted by Gallup. There are ways to fill these gaps in your talent management strategy and ensure that your employees have access to the growth opportunities they want and the learning options that they need. You can even align all of these efforts with the strategic goals of your firm while retaining more top talent.

Continuous goal management enables employees and managers to keep track of their goals all year round, without these goals necessarily being tied to a performance review to do so. This makes it easy for both managers and employees to set, update progress, and review goals at any point in time. This makes it easy to be adaptive throughout the year, aligning goals to current business requirements, changes in responsibility, or new projects. By regularly reviewing progress, opportunities for development can be identified quickly, instead of waiting until the annual appraisal.

 

Increase Employee Engagement with Continuous Goal Management


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Employee Engagement

Administrators can maintain a library of goals for use by employees. This can aid in goal setting, giving employees a starting point for the types of goals that are used across the organization.

Employee Engagement

Employees can access their goals, both those set within the appraisal and those from continuous goal management, from the My Goals link under Performance.

Employee Engagement

Both employees and managers can set goals for employees. This is done with a simple one-step process.  They can choose goals from the library, past appraisals, or other employees as a starting point, or create their own goals. This include SMART goal instructions to help make the goal Specific, Measureable, Attainable, Relevant, and Time-bound. Goals can be based on a scale, numerical target, percentage complete, complete/incomplete, or with no score for informational purposes.

Employee Engagement

 

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Managers can access employee goals from the Actions menu for an employee. This will give them a listing of all active employee goals, both those set within appraisals and those through continuous goal management. For example, we can see the goal set by Matthew and review it here. They have the option to edit goals, update goal status, retire goals, or delete goals. Any updates to goal progress made here will also update these goals within appraisals, so that all goals can easily be tracked in one place.

Employee Engagement

Goals can dynamically be added to employee appraisals, similar to how job competencies can be automatically added. When you add the new Employee Goals category to the appraisal workflow, in the Content step, the option to Include Active Employee Goals is available, that will pull in any active employee goals into the appraisal automatically.

What's Next

To learn more about Continuous Goal Management and what Deltek has to offer, visit the Talent Management Performance page.

 

About the Author

Judy Fort is a member of the Deltek Solutions Engineering group and bridges the gap between technology and real world users. For a decade she has been working with diverse HR organizations helping them to achieve their goals.