Goals, feedback and development

Set goals and OKRs, give and ask for feedback, hold one-on-ones and check-ins, build development plans, track skills, run improvement plans, and see how performance moves over time.

Contents: Who can use it · Goals and OKRs · Development plans and skills · 360 feedback · Feedback · One-on-ones · Check-ins and pulse · Improvement plans · Analytics · FAQ

Who can use it

• Self service pages (My goals, My development, My feedback, My one-on-ones, My check-ins, My improvement plan): anyone whose login is linked to an employee record. No permission is needed.
• Managers see their direct reports' goals, feedback, check-ins, skill gaps and improvement plans on the same pages.
• HR pages need the Performance permissions for goals, development plans (IDP), competencies, skills, 360 feedback, feedback, one-on-ones, check-ins, analytics and improvement plans. Improvement plans have their own permissions (List, Show, Create, Update, Close) and are not given to people who only edit employees.

Where: HRM → Self service for your own pages. HR pages are under HRM → Performance: Goals and OKRs, Competencies and skills, Feedback, One-on-ones, Check-in setup, Improvement plans and Performance analytics.

Goals and OKRs

Goals form a tree: company goals, department goals, then personal goals, each supporting the one above.

1. Add a goal. In My goals, click New goal, enter the goal, dates and Weight, choose the goal it Supports and optionally switch on Measure with key results (OKR) (a number to reach, a percentage, or done or not).
2. Send it in. Click Send for approval (or Save as draft to finish later). If an approval flow for goals exists, it waits for the approvers; otherwise it is active at once. A manager who sets a goal for a team member (the Owner field) makes it active at once.
3. Check in. Open the goal and use Check in to enter new key-result values (or the progress), a note and how it is going (On track, At risk, Behind), then click Save progress. Progress is worked out from the key results, or from the goals that support it. A manager is told when a goal is marked at risk or behind.
4. Finish. Mark complete or Cancel goal.

When your manager changes, goals that supported the old manager's goals lose their parent and show Needs relinking. Edit the goal, pick a new one under Supports, and the flag clears.

The tabs are Mine, My team (managers) and Company (company and department goals as a tree). HR sees all goals, the tree and the development plans in Goals and OKRs.

Development plans and skills

• Development plan (IDP). In My development, click New development plan, then Add step. A plan is made of steps (course, mentoring, stretch task, reading, other), each optionally for a skill. Its progress is the share of steps done. Send for approval when the steps are in.
• Skills. On the Skills tab of My development, click Add skill and rate yourself 1 to 5 on skills from the library. Your manager or HR can rate and Verify a level. If you change a verified level, it needs verifying again.
• Gaps. HR sets, for each designation, the level it needs (Competencies and skills → By designation). Skill gaps shows where you are below it, and Add from my skill gaps puts one step for each gap into your plan. Managers see where the team falls short on the My team tab, and can rate and Verify each report's skills there.
• Library. HR keeps competencies, company values and skills in Competencies and skills → Library; Add a starter set adds a standard list without duplicating. A review question can be tied to a competency so ratings roll up per competency in analytics.

360 feedback

Switch on Ask for 360 feedback when you create a review cycle (set Fewest answers to show, default 3, an optional 360 answers due date and, if you like, your own 360 questions).

• At launch, the people who report to each person are asked for upward feedback.
• On the review page, the reviewed person Suggests peers in the 360 feedback panel; their manager (or HR) Confirms them or adds others with Ask (up to 8 peers).
• Raters answer a short form from My feedback → 360 to give. Answers are anonymous.
• Results are grouped (peers, direct reports). A group with fewer answers than the threshold is hidden completely, ratings and comments. Nobody sees who wrote what. The reviewed person reads the results only after the review is released; managers and HR see who has answered, never what they wrote, and can Remind the ones who have not.

Feedback

In My feedback, click Give feedback and choose who sees it: The person and their manager, Only their manager, or a Private note only you read. Mark it Praise, To improve or General, and optionally tie it to a competency. Ask for feedback sends a request to up to 10 colleagues; requests to you are on the Requests tab (Answer or Decline). HR sees shared and manager-only feedback in Feedback; private notes are never visible to HR.

One-on-ones

In My one-on-ones, click Schedule a one-on-one: a manager picks a direct report (anyone else meets their manager). Each meeting has an agenda both can add to, shared notes, your own private notes (only you read them), and action items that become a to-do for whoever owns them. Mark as held to make the next one of a weekly, two-weekly or monthly series; agenda items not discussed carry over. HR sees who meets whom and when in One-on-ones, and can schedule, reschedule or cancel, but cannot open a meeting.

Check-ins and pulse

HR sets up check-ins under Check-in setup (New check-in): a few questions, an optional mood (1 to 5), weekly, every two weeks or monthly, for everyone or chosen departments and branches. Add the weekly check-in adds a standard one. People are asked at the start of each period and answer from My check-ins → To answer; their manager reads them on My team and can Reply. A check-in with Anonymous answers on is a pulse: only totals are shown, and only when at least 5 people answered.

Improvement plans

A plan has a reason, expectations, dates and milestones. Only HR with the plan permissions, the manager running it, and the employee (once it is active) can see it.

1. A manager (My improvement plan → New improvement plan) or HR (Improvement plans) drafts the plan and adds milestones (30, 60 and 90 days are filled in to start).
2. Start plan. If an approval flow for improvement plans exists, it waits for approval. The employee is told a plan was shared, never why.
3. Mark each milestone Met or Missed with a note; add updates (the employee can reply).
4. HR clicks Close plan and records it as Successful, Extended (with a new end date), Unsuccessful or Cancelled. The system takes no action on the outcome.

HR can Issue as letter from a published letter template. Each time HR opens a plan, it is written to the activity log.

Analytics

Performance → Performance analytics shows rating trend and spread, goal progress by department, competency averages, feedback volume, pulse mood, one-on-one cadence and (with the permission) improvement plans. Goal progress and Review ratings are also in Reports, where they can be exported or scheduled.

Troubleshooting and FAQ

I cannot see my team member's goal. Only direct reports' goals are shown; a goal still in draft is also visible to its owner and manager only.

A 360 group shows "not enough responses". It is below the anonymity threshold. Ask more raters or wait for more answers.

Who can read my private notes? Only you.