Performance Management
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10 Employee goal-setting examples to get your team on the road to success (asap!)

Published on 
May 24, 2023

Goal setting plays an important role in everything from employee engagement to team alignment to retention. Setting goals not only helps individuals and teams alike reach their full potential but also helps with employee motivation toward big picture, organizational goals.

All goals are fit for purpose. But what types of goals should be set in different contexts? From professional development goals to employee performance goals, we’ve outlined some of the best practices when it comes to goal setting.

What are good professional development goals for employees?

You’ll need to work with a variety of individual goal types to ensure your employees can achieve their potential, including:

  • Performance goals
  • Personal development goals
  • Collaboration goals
  • Time management goals
  • Innovation goals

Aligning employee performance objectives with organizational goals is crucial for creating a unified sense of purpose within a team and achieving long-term success for both the individuals and the organization.

Officevibe' goals and OKR tool enables employees to align and connect individual performance goals to organizational objectives, ensuring strong alignment across the company.

Performance goals

Employee performance goals are an essential component of any business plan. They are the short-term performance objectives that employees must achieve to meet specific business goals or job responsibilities. For instance, a sales representative might have a quarterly sales quota they need to hit, or a marketing manager may be tasked with landing a new client. These goals serve as a benchmark for performance evaluation and help employees focus on achieving measurable results.

{emphasize}Some examples of performance goals include increasing sales revenue by a certain percentage, reducing customer complaints by a specific number, or increasing the number of successful product launches within a set timeframe.{emphasize}

Personal development goals

Personal development goals are focused on growth and learning and contribute to business objectives in a more indirect way. They are geared toward helping employees acquire new skills, knowledge, and abilities that can be used to improve their performance and participate in the success of the organization.

{emphasize}For example, an employee may want to improve their communication skills by taking a public speaking course, or they may want to earn an advanced degree to improve their expertise in a particular field.{emphasize}

Personal development goals are often self-driven, and employees may seek guidance and support from their managers to achieve them. These goals are not always tied to specific performance metrics, but they can help employees develop a growth mindset, increase their job satisfaction, and enhance their value to the organization.

Team collaboration and relationship building goals

These goals focus on improving team dynamics, communication, and trust. By setting team collaboration and relationship building goals, managers can help team members work together more effectively, which can lead to improved productivity, higher job satisfaction, and a more positive work environment.

{emphasize}Examples of team collaboration and relationship building goals may include enhancing communication and trust among team members, improving group dynamics and teamwork, and fostering a positive and productive work environment.{emphasize}

Time management goals

Effective time management is crucial to achieving business goals and staying competitive. Setting time management goals can help employees prioritize tasks, allocate resources effectively, and streamline processes, which can lead to increased productivity and better results.

{emphasize}Time management goals may include prioritizing tasks and allocating resources effectively, streamlining processes to reduce wasted time, and ensuring tasks are completed within set deadlines.{emphasize}

Innovation and creativity goals

Innovation and creativity are essential to driving growth and staying ahead of the competition. Setting innovation and creativity goals can help employees develop new ideas, products, or processes that contribute to business success.

By fostering a culture of innovation and risk-taking, managers can encourage employees to take on new challenges and think outside the box.

{emphasize}Examples of innovation and creativity goals may include encouraging the development of new ideas or processes, fostering a culture of innovation and risk-taking, and staying ahead of the competition with cutting-edge products.{emphasize}

How to align employee performance goals with organizational objectives

Aligning employee performance goals with organizational objectives is critical to ensure both employees and the organization are heading in the same direction. Here are three ways to achieve this alignment:

  • Clear communication and expectation-setting: Managers should communicate the organization's objectives, mission, and values to employees to align their individual goals with the bigger picture, boost motivation, and clarify expectations.
  • Link individual goals to organizational objectives: Managers should break down organizational objectives into smaller, measurable tasks and assign them to employees as specific goals tied to organizational goals. By linking individual goals to broader objectives, employees see the direct impact of their work on the company's success, motivating them to perform better.
  • Provide ongoing support and feedback: Managers should regularly review employee progress, offer guidance, and adjust goals as needed to keep them aligned with evolving organizational objectives. This will foster a sense of shared responsibility and commitment. Regular feedback will also help employees understand what they need to do to improve their performance.

{emphasize}Try our helpful ways to foster strong team alignment within your business and rally your teams around shared, motivating goals.{emphasize}

Goal-setting frameworks to help reach business objectives

SMART goal setting

SMART goal setting helps employees grow and develop professionally so they can better contribute to business objectives. The SMART acronym stands for Specific, Measurable, Attainable, Relevant, and Time-based. These elements help create structure and clarity for employees to achieve their targets. Let's take a closer look at each element:

  • Specific: For employees to hit their goals, they need to know precisely what they’re working toward. A vague goal is difficult to achieve, and without clear direction, employees may lose motivation. Instead, make sure your employees’ goals are specific and concrete.
  • Measurable: Measuring progress keeps employees motivated and moving toward their goals. So, it’s important to set clear key performance indicators (KPIs) and have reliable benchmarks. The right software or tools can help you track and measure progress toward your measurable goals.
  • Attainable: Goals should be aspirational but not so aspirational that they’re unrealistic. If employees feel their goals are impossible to achieve, they may become disheartened and unmotivated. Ensure your employees’ goals are achievable and aligned with their skills, experience, and resources.
  • Relevant: Goals need to feel relevant to the business context and your team member’s professional aspirations. Align employees’ personal motivators with team goals by setting objectives that help them grow professionally while contributing to the organization’s overall success.
  • Time-based: Setting a timeframe for achieving goals helps employees stay on track, break goals down into smaller action items, and tick off milestones along the way.

OKR goal setting

OKR stands for Objectives and Key Results. This goal-setting framework is designed to help organizations align their objectives with measurable results. Its primary use is to track performance at every level (organizational, departmental, team, and individual) while making sure the entire team is aligned on what performance means and how to get there.

Objectives are specific and measurable goals, while key results measure progress toward achieving them. OKRs break down large goals into smaller, manageable objectives, with key results that are easily trackable.

Clear understanding of an organization's mission and strategy is important, and goals should be set regularly, on a quarterly basis. The framework is useful for prioritizing results-oriented goals, aligning individual goals with the organization's strategy.

{emphasize}There’s no one-size-fits-all when it comes to goal-setting frameworks. However, by using one of them (or a combination) to set employee performance goals, your team is sure to hit their targets every time, while staying aligned with the organization’s objectives.{emphasize}

10 Empowering employee goal-setting examples

Find below realistic workplace scenarios to inspire you for your next goal-setting session. Each employee goal-setting example is outlined with how they meet the SMART goal criteria or the OKR framework standard, depending on the scenario.

Examples of employee performance goals

Objective: I will improve our website user experience by the end of the year.

  • Key result 1: I will achieve a 15% increase in website traffic.
  • Key result 2: I will reduce the bounce rate by 20%.
  • Key result 3: I will increase MQLs coming from website forms by 30%.

Objective: I will develop our brand's social media strategy for the next quarter.

  • Key result 1: I will post 4 social media posts per week.
  • Key result 2: I will increase our follower base from 7,000 to 10,000.
  • Key result 3: I will maintain our engagement rate of 3%.

Examples of personal development goals for employees

This week, I will reach out to one co-worker with a role I aspire to. From there, I’ll schedule a one-on-one meeting to learn more about their role within the company and how they contribute to the team and company’s success.

  • Specific: The employee needs to reach out to a co-worker to discuss their role in the company.
  • Measurable: They need to schedule a one-on-one meeting.
  • Achievable: The employee only has to schedule a single meeting, which is very doable given the time frame.
  • Relevant: The co-worker has a role the employee hopes to one day grow into, making the conversation relevant to their professional development.
  • Time-based: The employee must reach out and schedule the meeting by the end of the week.

This quarter, I will schedule one hour every Friday afternoon to read a book on communication styles. When I read, I’ll take notes on how to be a more assertive communicator at work.

  • Specific: The employee needs to read about and take notes on how to be a more assertive communicator at work.
  • Measurable: They need to read and take notes at a certain time (and for a certain time period) each week.
  • Achievable: Reading and taking notes one hour each week is a realistic goal, especially because the employee can tackle it during work hours.
  • Relevant: Learning more about communication styles sets the employee up for success and fosters better communication with the team.
  • Time-based: The employee will continue pursuing the goal for the entire quarter.

Examples of team collaboration and relationship-building goals

This month, I will participate in team-building activities like Lunch & Learn sessions and coffee chats with my team members. The more I foster bonds, the better the trust and work dynamics.

  • Specific: The employee will participate in team-building moments this month.
  • Measurable: They will attend at least one Lunch & Learn session and have coffee chats with two team members each week this month.
  • Achievable: It only requires a few hours of the employee's time each week to participate in the team-building activities scheduled by the company.
  • Relevant: Fostering bonds leads to a more productive and engaged team.
  • Time-based: The employee will pursue this goal for the entire month.

Feedback helps me improve my own performance. To be added value for my peers, I will actively engage in open communication and provide constructive feedback to help them.

  • Specific: The employee will engage in open communication and provide constructive feedback to their peers.
  • Measurable: The employee will aim to provide at least one piece of constructive feedback per week to a team member.
  • Achievable: They will take 15 minutes at the end of the week to write down and share feedback.
  • Relevant: Providing feedback to colleagues fosters a culture of continuous improvement within the team and develops communication skills.
  • Time-based: The employee will continue pursuing the goal on an ongoing basis.

Examples of time management goals

In order to prioritize my tasks and allocate time effectively, I will develop and follow a daily schedule to meet my deadlines better.

  • Specific: The employee will develop and follow a daily schedule to meet deadlines.
  • Measurable: They will track progress and assess whether they're completing tasks on time and meeting deadlines more consistently.
  • Achievable: The employee will use tools such as digital calendars or time management apps.
  • Relevant: Self-management is necessary for employee productivity and performance.
  • Time-based: The employee will develop and follow a daily schedule for the next month to see how it impacts their ability to prioritize tasks and meet deadlines.

Ahead of my annual performance review, I'll identify and implement tactics to streamline workflows and reduce time spent on non-essential tasks so I can focus on achieving the goals set out for me.

  • Specific: The employee will implement tactics to prioritize tasks and manage their time effectively to meet deadlines.
  • Measurable: They will track their progress by ensuring they are able to complete all the tasks associated with achieving their goals.
  • Achievable: Developing and following tactics is achievable as it allows the employee to break down tasks into smaller, manageable parts.
  • Relevant: Prioritizing tasks and reducing time spent on non-essential tasks is crucial for personal and professional success.
  • Time-based: The employee will implement this goal immediately and continue to use it as an ongoing strategy for managing their workload.

Examples of innovation and creativity goals

Staying in the know of new industry trends and best practices will inspire me in my own work, so I've planned on attending a training workshop and conference every month.

  • Specific: The employee will attend one training workshop and conference each month to learn about new industry trends and best practices.
  • Measurable: They will attend one training workshop and conference each month.
  • Achievable: Attending one workshop and conference each month is feasible and can be planned for.
  • Relevant: Staying up-to-date on new industry trends and best practices will provide inspiration and help improve work performance.
  • Time-based: Attending one workshop and conference will be achieved each month.

At this upcoming quarterly performance review, I'll make sure to contribute at least one innovative idea or solution to improve some of our current products or processes.

  • Specific: The employee will contribute at least one innovative idea or solution to improve some of the current products or processes.
  • Measurable: They will contribute at least one innovative idea or solution at their quarterly performance review.
  • Achievable: The employee can easily start their brainstorming process ahead of time and does not need to spend more than an hour developing their idea.
  • Relevant: Brainstorming and sharing innovative ideas and solutions to improve products and processes can increase internal efficiency and productivity, and drive business growth.
  • Time-based: The employee will have provided at least one innovative idea or solution at their quarterly performance review.

{emphasize}We know that defining meaningful goals for your employees can be a challenge, so we've outlined these 9 tips for setting employee goals to help you along the way.{emphasize}

How to set employee goals that drive results

Goal setting is an important process that helps employees stay motivated, focused, and productive. To set effective goals, consider our 3 simple steps:

Step 1: Schedule one-on-one meetings

Setting goals is something you can tackle with every member of your team in a one-on-one meeting. When you book your employees, let them know ahead of time that you want to set individual goals with them that align with the team goals. That way, they can arrive at the meeting prepared with some ideas for how they can develop, and where they most see themselves contributing.

Step 2: Use a goal-setting software like Officevibe to make it easier

Officevibe's performance management software not only allows you to work with individual employees to set goals but also enables you to set goals for your entire team, promoting transparency throughout the goal-setting process.

This transparent approach helps team members understand how their contributions align with the company's objectives, thereby enhancing employee engagement, motivation, and team alignment.

Step 3: Create SMART employee goals and OKRs

You can work with your team members to create SMART employee development goals and define appropriate OKRs that tie back to company objectives. Then, set smaller action items, monitor progress, and offer feedback in every one-on-one to ensure all goals are aligned with the bigger picture.

{emphasize}Officevibe keeps a clear record of how every employee achieved their goals, making your next performance reviews a breeze.{emphasize}

Best practices for supporting employee performance goals

Clear communication, regular feedback, goal assessment and review, and recognition are crucial to support employee performance goals.

It's the basis for a virtuous cycle, as improving employee performance not only leads to higher job satisfaction, engagement, motivation, and morale, but also contributes to an organization's overall productivity, efficiency, and bottom line.

Communication and transparency:

  • Schedule weekly team meetings to discuss project updates and address any concerns. For example, use video conferences or chat platforms to keep remote team members connected.
  • Encourage open-door policy, allowing employees to approach managers with questions or suggestions. For instance, set up regular office hours or virtual drop-in sessions.

Regular performance reviews and feedback:

  • Conduct quarterly performance review meetings to assess progress and provide feedback. For example, use a structured evaluation form and discuss it face-to-face with the employee.
  • Offer real-time feedback for significant accomplishments or areas of improvement. For instance, give praise or constructive criticism during meetings or via email.

Goal adjustment:

  • Revisit employee goals during performance reviews to ensure they are still relevant and achievable. For example, modify goals in response to changes in job responsibilities or market conditions.
  • Encourage employees to take ownership of their goals and make adjustments as needed. For instance, support them in identifying new opportunities or challenges that may require goal revision.

Recognition and reward for achievements:

  • Implement an employee recognition program to celebrate outstanding performances. For example, encourage employees to recognize their peers when they are given a helpful hand or when a team member produces tremendous work.
  • Offer tangible rewards for reaching significant milestones or achieving goals. For instance, provide career development opportunities or targeted mentorship programs.

Tools and techniques to track employee goal progress

Project management software

Project management software enables teams to organize, track, and collaborate on projects, ensuring timely completion within budget. It enables teams to set timelines, assign tasks, track progress, and manage resources effectively, making it crucial for achieving performance goals.

Project management software examples (you may already be using!) are Asana, Trello, and Monday.com, which provide features such as task assignment, deadline tracking, progress updates, and collaboration tools.

Goal tracking software

Goal tracking software are digital tools that help individuals and teams track progress toward specific goals. It is important for tracking progress because it enables employees and teams to set measurable goals and adjust their efforts as needed.

Officevibe's OKRs and goal planning tool is an example of goal tracking software that uses the OKR framework. It allows teams to set goals tied to measurable key performance indicators (KPIs), and track progress. Features such as progress tracking, goal alignment, and regular check-ins help employees stay on track and achieve their goals.

{emphasize}

Key takeaways

1. Aligning employee performance goals

One of the essential aspects of managing employee performance is to ensure that each team member's performance goals are aligned with the overall goals of the organization. When everyone is working toward the same goals, it creates a unified sense of purpose and direction for the team.

For instance, if the company's primary objective is to increase sales revenue, employee performance goals should be tailored to support this objective. This ensures that the team is working together in a coordinated and strategic way, leading to better outcomes for the business.

2. Fostering personal and professional development

Encouraging personal and professional development is crucial for ensuring long-term success for both individuals and the organization so they can grow together. Employees who are provided with opportunities to improve their skills, knowledge, and performance tend to be more engaged and productive. This, in turn, leads to increased innovation and career growth.

Investing in employee development can take many forms, such as offering training and development programs, providing mentoring or coaching, or giving employees the autonomy to work on projects that align with their career goals.

3. Enhancing employee motivation and engagement

Giving employees a clear understanding of their roles and responsibilities is an essential aspect of enhancing motivation and engagement. When employees understand how their contributions impact the company's success, they are more likely to feel invested in their work.

Additionally, providing employees with opportunities to give feedback and suggestions can increase engagement and motivation, as it shows that their opinions are valued. This can be achieved through regular team meetings, surveys, or suggestion boxes, among other methods.{emphasize}

Individual and organizational success: The benefits of well-defined goals

Goal setting is crucial for the long-term success of an organization. It helps create a motivated and focused workforce by setting well-defined and aligned goals that contribute to both individual and organizational performance.

Ultimately, creating alignment throughout an organization is key to ensuring everyone is working toward the same objectives, and goal setting is an essential tool in achieving this alignment.

Discover Workleap Officevibe's latest benchmark report on 12 key employee engagement metrics

What's in this article
This is some text inside of a div block.

Goal setting plays an important role in everything from employee engagement to team alignment to retention. Setting goals not only helps individuals and teams alike reach their full potential but also helps with employee motivation toward big picture, organizational goals.

All goals are fit for purpose. But what types of goals should be set in different contexts? From professional development goals to employee performance goals, we’ve outlined some of the best practices when it comes to goal setting.

What are good professional development goals for employees?

You’ll need to work with a variety of individual goal types to ensure your employees can achieve their potential, including:

  • Performance goals
  • Personal development goals
  • Collaboration goals
  • Time management goals
  • Innovation goals

Aligning employee performance objectives with organizational goals is crucial for creating a unified sense of purpose within a team and achieving long-term success for both the individuals and the organization.

Officevibe' goals and OKR tool enables employees to align and connect individual performance goals to organizational objectives, ensuring strong alignment across the company.

Performance goals

Employee performance goals are an essential component of any business plan. They are the short-term performance objectives that employees must achieve to meet specific business goals or job responsibilities. For instance, a sales representative might have a quarterly sales quota they need to hit, or a marketing manager may be tasked with landing a new client. These goals serve as a benchmark for performance evaluation and help employees focus on achieving measurable results.

{emphasize}Some examples of performance goals include increasing sales revenue by a certain percentage, reducing customer complaints by a specific number, or increasing the number of successful product launches within a set timeframe.{emphasize}

Personal development goals

Personal development goals are focused on growth and learning and contribute to business objectives in a more indirect way. They are geared toward helping employees acquire new skills, knowledge, and abilities that can be used to improve their performance and participate in the success of the organization.

{emphasize}For example, an employee may want to improve their communication skills by taking a public speaking course, or they may want to earn an advanced degree to improve their expertise in a particular field.{emphasize}

Personal development goals are often self-driven, and employees may seek guidance and support from their managers to achieve them. These goals are not always tied to specific performance metrics, but they can help employees develop a growth mindset, increase their job satisfaction, and enhance their value to the organization.

Team collaboration and relationship building goals

These goals focus on improving team dynamics, communication, and trust. By setting team collaboration and relationship building goals, managers can help team members work together more effectively, which can lead to improved productivity, higher job satisfaction, and a more positive work environment.

{emphasize}Examples of team collaboration and relationship building goals may include enhancing communication and trust among team members, improving group dynamics and teamwork, and fostering a positive and productive work environment.{emphasize}

Time management goals

Effective time management is crucial to achieving business goals and staying competitive. Setting time management goals can help employees prioritize tasks, allocate resources effectively, and streamline processes, which can lead to increased productivity and better results.

{emphasize}Time management goals may include prioritizing tasks and allocating resources effectively, streamlining processes to reduce wasted time, and ensuring tasks are completed within set deadlines.{emphasize}

Innovation and creativity goals

Innovation and creativity are essential to driving growth and staying ahead of the competition. Setting innovation and creativity goals can help employees develop new ideas, products, or processes that contribute to business success.

By fostering a culture of innovation and risk-taking, managers can encourage employees to take on new challenges and think outside the box.

{emphasize}Examples of innovation and creativity goals may include encouraging the development of new ideas or processes, fostering a culture of innovation and risk-taking, and staying ahead of the competition with cutting-edge products.{emphasize}

How to align employee performance goals with organizational objectives

Aligning employee performance goals with organizational objectives is critical to ensure both employees and the organization are heading in the same direction. Here are three ways to achieve this alignment:

  • Clear communication and expectation-setting: Managers should communicate the organization's objectives, mission, and values to employees to align their individual goals with the bigger picture, boost motivation, and clarify expectations.
  • Link individual goals to organizational objectives: Managers should break down organizational objectives into smaller, measurable tasks and assign them to employees as specific goals tied to organizational goals. By linking individual goals to broader objectives, employees see the direct impact of their work on the company's success, motivating them to perform better.
  • Provide ongoing support and feedback: Managers should regularly review employee progress, offer guidance, and adjust goals as needed to keep them aligned with evolving organizational objectives. This will foster a sense of shared responsibility and commitment. Regular feedback will also help employees understand what they need to do to improve their performance.

{emphasize}Try our helpful ways to foster strong team alignment within your business and rally your teams around shared, motivating goals.{emphasize}

Goal-setting frameworks to help reach business objectives

SMART goal setting

SMART goal setting helps employees grow and develop professionally so they can better contribute to business objectives. The SMART acronym stands for Specific, Measurable, Attainable, Relevant, and Time-based. These elements help create structure and clarity for employees to achieve their targets. Let's take a closer look at each element:

  • Specific: For employees to hit their goals, they need to know precisely what they’re working toward. A vague goal is difficult to achieve, and without clear direction, employees may lose motivation. Instead, make sure your employees’ goals are specific and concrete.
  • Measurable: Measuring progress keeps employees motivated and moving toward their goals. So, it’s important to set clear key performance indicators (KPIs) and have reliable benchmarks. The right software or tools can help you track and measure progress toward your measurable goals.
  • Attainable: Goals should be aspirational but not so aspirational that they’re unrealistic. If employees feel their goals are impossible to achieve, they may become disheartened and unmotivated. Ensure your employees’ goals are achievable and aligned with their skills, experience, and resources.
  • Relevant: Goals need to feel relevant to the business context and your team member’s professional aspirations. Align employees’ personal motivators with team goals by setting objectives that help them grow professionally while contributing to the organization’s overall success.
  • Time-based: Setting a timeframe for achieving goals helps employees stay on track, break goals down into smaller action items, and tick off milestones along the way.

OKR goal setting

OKR stands for Objectives and Key Results. This goal-setting framework is designed to help organizations align their objectives with measurable results. Its primary use is to track performance at every level (organizational, departmental, team, and individual) while making sure the entire team is aligned on what performance means and how to get there.

Objectives are specific and measurable goals, while key results measure progress toward achieving them. OKRs break down large goals into smaller, manageable objectives, with key results that are easily trackable.

Clear understanding of an organization's mission and strategy is important, and goals should be set regularly, on a quarterly basis. The framework is useful for prioritizing results-oriented goals, aligning individual goals with the organization's strategy.

{emphasize}There’s no one-size-fits-all when it comes to goal-setting frameworks. However, by using one of them (or a combination) to set employee performance goals, your team is sure to hit their targets every time, while staying aligned with the organization’s objectives.{emphasize}

10 Empowering employee goal-setting examples

Find below realistic workplace scenarios to inspire you for your next goal-setting session. Each employee goal-setting example is outlined with how they meet the SMART goal criteria or the OKR framework standard, depending on the scenario.

Examples of employee performance goals

Objective: I will improve our website user experience by the end of the year.

  • Key result 1: I will achieve a 15% increase in website traffic.
  • Key result 2: I will reduce the bounce rate by 20%.
  • Key result 3: I will increase MQLs coming from website forms by 30%.

Objective: I will develop our brand's social media strategy for the next quarter.

  • Key result 1: I will post 4 social media posts per week.
  • Key result 2: I will increase our follower base from 7,000 to 10,000.
  • Key result 3: I will maintain our engagement rate of 3%.

Examples of personal development goals for employees

This week, I will reach out to one co-worker with a role I aspire to. From there, I’ll schedule a one-on-one meeting to learn more about their role within the company and how they contribute to the team and company’s success.

  • Specific: The employee needs to reach out to a co-worker to discuss their role in the company.
  • Measurable: They need to schedule a one-on-one meeting.
  • Achievable: The employee only has to schedule a single meeting, which is very doable given the time frame.
  • Relevant: The co-worker has a role the employee hopes to one day grow into, making the conversation relevant to their professional development.
  • Time-based: The employee must reach out and schedule the meeting by the end of the week.

This quarter, I will schedule one hour every Friday afternoon to read a book on communication styles. When I read, I’ll take notes on how to be a more assertive communicator at work.

  • Specific: The employee needs to read about and take notes on how to be a more assertive communicator at work.
  • Measurable: They need to read and take notes at a certain time (and for a certain time period) each week.
  • Achievable: Reading and taking notes one hour each week is a realistic goal, especially because the employee can tackle it during work hours.
  • Relevant: Learning more about communication styles sets the employee up for success and fosters better communication with the team.
  • Time-based: The employee will continue pursuing the goal for the entire quarter.

Examples of team collaboration and relationship-building goals

This month, I will participate in team-building activities like Lunch & Learn sessions and coffee chats with my team members. The more I foster bonds, the better the trust and work dynamics.

  • Specific: The employee will participate in team-building moments this month.
  • Measurable: They will attend at least one Lunch & Learn session and have coffee chats with two team members each week this month.
  • Achievable: It only requires a few hours of the employee's time each week to participate in the team-building activities scheduled by the company.
  • Relevant: Fostering bonds leads to a more productive and engaged team.
  • Time-based: The employee will pursue this goal for the entire month.

Feedback helps me improve my own performance. To be added value for my peers, I will actively engage in open communication and provide constructive feedback to help them.

  • Specific: The employee will engage in open communication and provide constructive feedback to their peers.
  • Measurable: The employee will aim to provide at least one piece of constructive feedback per week to a team member.
  • Achievable: They will take 15 minutes at the end of the week to write down and share feedback.
  • Relevant: Providing feedback to colleagues fosters a culture of continuous improvement within the team and develops communication skills.
  • Time-based: The employee will continue pursuing the goal on an ongoing basis.

Examples of time management goals

In order to prioritize my tasks and allocate time effectively, I will develop and follow a daily schedule to meet my deadlines better.

  • Specific: The employee will develop and follow a daily schedule to meet deadlines.
  • Measurable: They will track progress and assess whether they're completing tasks on time and meeting deadlines more consistently.
  • Achievable: The employee will use tools such as digital calendars or time management apps.
  • Relevant: Self-management is necessary for employee productivity and performance.
  • Time-based: The employee will develop and follow a daily schedule for the next month to see how it impacts their ability to prioritize tasks and meet deadlines.

Ahead of my annual performance review, I'll identify and implement tactics to streamline workflows and reduce time spent on non-essential tasks so I can focus on achieving the goals set out for me.

  • Specific: The employee will implement tactics to prioritize tasks and manage their time effectively to meet deadlines.
  • Measurable: They will track their progress by ensuring they are able to complete all the tasks associated with achieving their goals.
  • Achievable: Developing and following tactics is achievable as it allows the employee to break down tasks into smaller, manageable parts.
  • Relevant: Prioritizing tasks and reducing time spent on non-essential tasks is crucial for personal and professional success.
  • Time-based: The employee will implement this goal immediately and continue to use it as an ongoing strategy for managing their workload.

Examples of innovation and creativity goals

Staying in the know of new industry trends and best practices will inspire me in my own work, so I've planned on attending a training workshop and conference every month.

  • Specific: The employee will attend one training workshop and conference each month to learn about new industry trends and best practices.
  • Measurable: They will attend one training workshop and conference each month.
  • Achievable: Attending one workshop and conference each month is feasible and can be planned for.
  • Relevant: Staying up-to-date on new industry trends and best practices will provide inspiration and help improve work performance.
  • Time-based: Attending one workshop and conference will be achieved each month.

At this upcoming quarterly performance review, I'll make sure to contribute at least one innovative idea or solution to improve some of our current products or processes.

  • Specific: The employee will contribute at least one innovative idea or solution to improve some of the current products or processes.
  • Measurable: They will contribute at least one innovative idea or solution at their quarterly performance review.
  • Achievable: The employee can easily start their brainstorming process ahead of time and does not need to spend more than an hour developing their idea.
  • Relevant: Brainstorming and sharing innovative ideas and solutions to improve products and processes can increase internal efficiency and productivity, and drive business growth.
  • Time-based: The employee will have provided at least one innovative idea or solution at their quarterly performance review.

{emphasize}We know that defining meaningful goals for your employees can be a challenge, so we've outlined these 9 tips for setting employee goals to help you along the way.{emphasize}

How to set employee goals that drive results

Goal setting is an important process that helps employees stay motivated, focused, and productive. To set effective goals, consider our 3 simple steps:

Step 1: Schedule one-on-one meetings

Setting goals is something you can tackle with every member of your team in a one-on-one meeting. When you book your employees, let them know ahead of time that you want to set individual goals with them that align with the team goals. That way, they can arrive at the meeting prepared with some ideas for how they can develop, and where they most see themselves contributing.

Step 2: Use a goal-setting software like Officevibe to make it easier

Officevibe's performance management software not only allows you to work with individual employees to set goals but also enables you to set goals for your entire team, promoting transparency throughout the goal-setting process.

This transparent approach helps team members understand how their contributions align with the company's objectives, thereby enhancing employee engagement, motivation, and team alignment.

Step 3: Create SMART employee goals and OKRs

You can work with your team members to create SMART employee development goals and define appropriate OKRs that tie back to company objectives. Then, set smaller action items, monitor progress, and offer feedback in every one-on-one to ensure all goals are aligned with the bigger picture.

{emphasize}Officevibe keeps a clear record of how every employee achieved their goals, making your next performance reviews a breeze.{emphasize}

Best practices for supporting employee performance goals

Clear communication, regular feedback, goal assessment and review, and recognition are crucial to support employee performance goals.

It's the basis for a virtuous cycle, as improving employee performance not only leads to higher job satisfaction, engagement, motivation, and morale, but also contributes to an organization's overall productivity, efficiency, and bottom line.

Communication and transparency:

  • Schedule weekly team meetings to discuss project updates and address any concerns. For example, use video conferences or chat platforms to keep remote team members connected.
  • Encourage open-door policy, allowing employees to approach managers with questions or suggestions. For instance, set up regular office hours or virtual drop-in sessions.

Regular performance reviews and feedback:

  • Conduct quarterly performance review meetings to assess progress and provide feedback. For example, use a structured evaluation form and discuss it face-to-face with the employee.
  • Offer real-time feedback for significant accomplishments or areas of improvement. For instance, give praise or constructive criticism during meetings or via email.

Goal adjustment:

  • Revisit employee goals during performance reviews to ensure they are still relevant and achievable. For example, modify goals in response to changes in job responsibilities or market conditions.
  • Encourage employees to take ownership of their goals and make adjustments as needed. For instance, support them in identifying new opportunities or challenges that may require goal revision.

Recognition and reward for achievements:

  • Implement an employee recognition program to celebrate outstanding performances. For example, encourage employees to recognize their peers when they are given a helpful hand or when a team member produces tremendous work.
  • Offer tangible rewards for reaching significant milestones or achieving goals. For instance, provide career development opportunities or targeted mentorship programs.

Tools and techniques to track employee goal progress

Project management software

Project management software enables teams to organize, track, and collaborate on projects, ensuring timely completion within budget. It enables teams to set timelines, assign tasks, track progress, and manage resources effectively, making it crucial for achieving performance goals.

Project management software examples (you may already be using!) are Asana, Trello, and Monday.com, which provide features such as task assignment, deadline tracking, progress updates, and collaboration tools.

Goal tracking software

Goal tracking software are digital tools that help individuals and teams track progress toward specific goals. It is important for tracking progress because it enables employees and teams to set measurable goals and adjust their efforts as needed.

Officevibe's OKRs and goal planning tool is an example of goal tracking software that uses the OKR framework. It allows teams to set goals tied to measurable key performance indicators (KPIs), and track progress. Features such as progress tracking, goal alignment, and regular check-ins help employees stay on track and achieve their goals.

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Key takeaways

1. Aligning employee performance goals

One of the essential aspects of managing employee performance is to ensure that each team member's performance goals are aligned with the overall goals of the organization. When everyone is working toward the same goals, it creates a unified sense of purpose and direction for the team.

For instance, if the company's primary objective is to increase sales revenue, employee performance goals should be tailored to support this objective. This ensures that the team is working together in a coordinated and strategic way, leading to better outcomes for the business.

2. Fostering personal and professional development

Encouraging personal and professional development is crucial for ensuring long-term success for both individuals and the organization so they can grow together. Employees who are provided with opportunities to improve their skills, knowledge, and performance tend to be more engaged and productive. This, in turn, leads to increased innovation and career growth.

Investing in employee development can take many forms, such as offering training and development programs, providing mentoring or coaching, or giving employees the autonomy to work on projects that align with their career goals.

3. Enhancing employee motivation and engagement

Giving employees a clear understanding of their roles and responsibilities is an essential aspect of enhancing motivation and engagement. When employees understand how their contributions impact the company's success, they are more likely to feel invested in their work.

Additionally, providing employees with opportunities to give feedback and suggestions can increase engagement and motivation, as it shows that their opinions are valued. This can be achieved through regular team meetings, surveys, or suggestion boxes, among other methods.{emphasize}

Individual and organizational success: The benefits of well-defined goals

Goal setting is crucial for the long-term success of an organization. It helps create a motivated and focused workforce by setting well-defined and aligned goals that contribute to both individual and organizational performance.

Ultimately, creating alignment throughout an organization is key to ensuring everyone is working toward the same objectives, and goal setting is an essential tool in achieving this alignment.

Equip HR and managers with tools to engage, recognize, and drive performance.

Related content

When you hear "performance review," what comes to mind? As a manager, do you think of it as a once-a-year task that's just part of your checklist? Or perhaps, do you think of it as a laborious process with no clearly useful output?

Rest assured; the performance review process can be utilized strategically and absolutely be done in a way that is structured, effective, and impactful.

In this article, you'll find your ultimate guide to employee performance reviews. We'll walk you through the essential steps involved in conducting effective performance reviews and provide guidance on what a successful review should look like — before, during, and after. When done right, they can contribute to employee growth, development, and higher business performance.

Here is everything you need to conduct successful employee performance reviews

What is an employee performance review?

Let's first cover the basics. At its core, a performance review is a structured process that evaluates an individual's job performance and provides constructive feedback. Performance reviews are an essential part of the performance management process and support goal-setting, monitoring, and accountability.

Traditionally, a performance review has been an annual event, but in the modern workplace, with continuous performance management gaining traction, performance reviews have taken different forms — be it regular check-ins or ongoing feedback to foster employee development and improvement. In this new era of performance management, managers become more like coaches who empower their employees to reach their full potential.

👉 Find our guide to the modern way of conducting performance reviews with insightful tips and case studies to get inspired.

Why are employee performance reviews important?

Performance reviews don't have to be complicated, just as long as you don't undervalue their power either. They offer numerous benefits for both individuals and organizations at every level. They:

  • Improve communication
  • Identify strengths and weaknesses
  • Facilitate goal setting
  • Enhance employee engagement
  • Strengthen employee-manager relationships

By investing in performance reviews, you pave the way for continuous improvement and foster a more positive work culture.

Key elements of an effective performance review

Performance reviews play a crucial role in driving employee growth and development while contributing to higher business performance. To conduct impactful performance reviews, it's essential to incorporate key elements that foster a supportive, collaborative, and ultimately thriving environment.

Here are the key elements of an effective performance review process:

Frequent review cycles

Break away from the anxiety-inducing annual performance review and normalize conversations about performance. Implementing regular review cycles allows for ongoing feedback, ensuring employees stay on track and have the opportunity to grow continuously.

For example, quarterly or monthly check-ins provide timely feedback and help address any performance gaps promptly.

Two-way conversations

Performance reviews shouldn't be one-sided. By involving employees in two-way conversations, you demonstrate that their opinions and insights are valued, fostering a sense of ownership and engagement.

Encourage open dialogue and create a space for employees to share their perspectives, offer suggestions, and actively participate in the review process.

Focused on improvements

Modern performance reviews shift the focus from dwelling on past mistakes to emphasizing growth and development. By adopting a forward-thinking approach, you inspire a growth mindset and create a culture that supports continuous learning and development.

Encourage employees to reflect on their experiences, learn from them, and set goals for improvement.

Transparent and honest

Transparency and honesty are paramount in fostering trust between managers and employees. Establish clear communication channels to ensure employees understand how their performance is being assessed and how feedback will be provided.

Transparency also involves clearly communicating the evaluation criteria and ensuring employees have access to the necessary resources for improvement.

Fair and objective review process

A fair and objective review process is essential for employee morale and engagement. Use standardized evaluation criteria that are consistently applied across the organization. This helps maintain fairness and ensures that employees feel their performance is evaluated on an equal basis.

Objective evaluations foster trust and provide employees with a sense of confidence in the review process.

How to prepare for a performance review

To conduct an effective performance review, managers need to prepare in advance. Here are the key prep steps to get ready:

1. Align on performance evaluation criteria

Performance evaluations require a clear understanding of the criteria and metrics used to assess employee performance. It's essential for managers and employees to have a shared understanding of what constitutes good or poor performance.

For example, you might establish criteria such as meeting project deadlines, demonstrating strong communication skills, or displaying proactive problem-solving abilities. By aligning these criteria, you can ensure fairness and consistency in your evaluations.

2. Gather employee data and examples

To provide meaningful performance feedback, gather relevant qualitative and quantitative data, as well as examples that illustrate an employee's performance.

There are different methods of performance evaluation, all of which can be pooled to build a comprehensive performance picture. Qualitative data can come from employee self-evaluation, peer reviews, or supervisor assessments. Whereas quantitative data can come from sales figures or other productivity metrics.

By collecting a range of data and examples, you'll have a well-rounded view of the employee's performance that considers all factors — not just numbers.

3. Use a performance review template

Templates exist for a reason. They provide a pre-existing structure from which you can build on and customize. They also save you time!

Performance review templates provide a set of targeted questions that guide you through each aspect of the review, ensuring you cover all relevant areas with your employee. Using a template saves prep time and helps maintain consistency across each team member's evaluation. It also ensures that no important topics or questions are overlooked.

Officevibe includes performance review templates designed to make the review process even more streamlined, effective, and data-driven.

A preview of Officevibe's employee performance review template
Use performance review templates in Officevibe.

4. Prepare a meeting agenda

Before the performance review meeting, create a detailed agenda to guide the discussion. Outline the specific topics you want to cover, such as achievements, areas for improvement, and future goals. Consider including specific examples or projects to discuss during the meeting.

Having a clear agenda helps keep the conversation focused and ensures that all important points are addressed. It also shows employees that you have taken the time to prepare and value their performance.

👀 Check out our one-on-one meeting agendas that cover most manager-employee scenarios, including performance reviews, performance improvement plans, career development, and more!

5. Schedule your performance review meeting

Set a date and time for the performance review that works for both you and the employee. Choose a time when you can give your undivided attention and create a comfortable environment for open and honest conversation.

Avoid scheduling the review during particularly busy or stressful periods to ensure you can devote sufficient time and attention to the discussion. Scheduling the meeting in advance demonstrates your commitment to the employee's growth and development.

By following these steps and adequately preparing for the performance review, you set the stage for a productive and valuable discussion with your employees. Effective preparation ensures that you have the necessary information, structure, and focus to provide meaningful feedback and pave the way for future growth.

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How to conduct an employee performance review

Now that you're prepared, let's explore how to conduct an effective performance review. This is the time to engage in a productive conversation that supports employee growth and development.

The following guidelines provide the performance review framework you need to promote employee development, foster positive relationships, and drive organizational success:

1. Set a positive and constructive tone during the review

Approach the review with a supportive and coaching mindset. It's critical to create a safe space for open dialogue, which fosters collaboration much better than when employees don't feel like they have input. Remember that the goal is to empower employees in their future performance by emphasizing what they are capable of rather than reinforcing what they may not be doing well enough.

2. Share positive feedback and recognition

Similar to the compliment sandwich approach, balancing positive feedback with areas for improvement can go a long way. Make sure to share your own feedback and words of acknowledgment to strengthen your manager-employee bond. Additionally, pass on any feedback you received from other colleagues or leaders, which could help the employee feel valued and appreciated.

3. Offer constructive feedback

Discuss any performance challenges or areas of underperformance directly and constructively. By framing things in a constructive way and using specific examples to illustrate your points, you provide more actionable solutions for growth. Navigate difficult conversations with empathy and a focus on finding solutions together.

Need the inspiration to find high-quality feedback? Here are 22 constructive feedback examples and tips to help you deliver feedback that gets results.

4. Give specific examples

By providing specific examples, you can ensure clarity and facilitate productive discussions. Make sure to back up your feedback with concrete examples to make it more impactful and actionable. Contextualizing feedback with current and past performance examples, helps employees understand the specific behaviors or situations that need improvement or reinforcement.

5. Address performance challenges

During the review, address any performance challenges or areas of underperformance directly and constructively. There are many ways to approach poor work performance issues, just remember to lead these conversations with empathy and a focus on finding solutions. By addressing challenges head-on, you can work together with the employee to identify strategies for improvement and growth.

Granted, some conversations are a little bit more difficult than others. Hey, managers are only human. Read our difficult conversation tips to ensure the message (and solution) isn't getting lost in translation.

6. Listen actively

During the performance review, practice active listening to show genuine interest in the employee's perspective. Pay attention to their thoughts, concerns, and aspirations. By actively listening, you create an environment where employees feel heard and valued, fostering trust and engagement.

Active listening is definitely one of those skills that can help anyone in all areas of life — not just at work! So read our tips on how to practice the art of good listening.

7. Define the next steps

Collaborate with the employee to identify actionable next steps. This could look like:

  • Creating a development plan
  • Setting clear goals for improvement
  • Adjust existing performance targets as necessary

By involving employees in the process of defining the next steps, you empower them to take ownership of their growth and development.

Remember, conducting a performance review is not just a one-time event but part of an ongoing performance management system. Ultimately, ensuring continuous feedback and regular check-ins throughout the year helps set, align, and adjust employee goals when appropriate, which contributes to employee growth and success.

What to do after a performance review

The performance review doesn't end with the meeting. Here's what you can do to ensure continuous improvement and growth.

1. Follow up on the next steps

After the performance review, it's crucial to stay involved and provide ongoing support. Follow up on the next steps that were identified during the review. Schedule frequent one-on-ones and other touchpoints to monitor progress and measure results. This demonstrates your commitment to the employee's growth and helps ensure they are on the right track toward achieving their goals.

🤔 Not sure how often to schedule one-on-ones? Find your best formula for one-on-one frequency.

For example, if one of the next steps identified during the review was for the employee to improve their time management skills, you can schedule a follow-up meeting a month later to discuss their progress. During this meeting, you can ask specific questions about their strategies for improving time management, inquire about any challenges they may have encountered, and provide additional guidance or resources if needed.

By following up on next steps, you show that you are invested in your employees' success and provide an opportunity for course correction or further development.

2. Keep the performance conversation going

Embrace the beauty of continuous performance cycles by conducting regular check-ins and one-on-one meetings. These ongoing conversations provide opportunities to discuss progress, address challenges, and provide timely feedback. By maintaining an open line of communication, you can support employees in their growth journey and ensure that performance remains a priority.

For example, you can schedule bi-weekly or monthly one-on-one meetings with your employees to discuss their ongoing projects, address any obstacles they may be facing, and provide guidance or feedback. These meetings create a space for employees to share their achievements, seek guidance on their work, and discuss any new challenges that may have arisen, to assess at your next employee performance review. By keeping the performance conversation going, you demonstrate your commitment to their development and create an environment where continuous improvement is encouraged.

Officevibe supports continuous performance management. This feature provides tools and resources to facilitate ongoing feedback, goal tracking, and one-on-one meetings!

Effective performance review phrases to use in your next review

Crafting meaningful feedback is key to a successful performance review. Here are some examples of performance review phrases, be them appraisals or constructive, to inspire your next review:

  • Creativity: "Your innovative thinking has led to impressive solutions, pushing our team to new heights."
  • Communication: "Your clear and concise communication style has greatly improved team collaboration and project outcomes."
  • Accountability: "You consistently take ownership of your responsibilities, delivering results with a high level of accountability."
  • Productivity: "Your exceptional time management skills and efficient work habits have significantly increased productivity within the team."
  • Collaboration: "Your collaborative approach fosters a positive team environment, encouraging open communication and idea-sharing."
  • Coaching: "Your dedication to mentoring team members has empowered them to grow and excel in their roles."
  • Areas of improvement: "To further enhance your performance, focusing on improving your presentation skills will help you engage stakeholders more effectively."
  • Problem-solving: "Your analytical thinking and resourcefulness have consistently resulted in creative problem-solving and successful outcomes."

Again, following up on any performance feedback with specific examples will make the feedback itself more impactful by giving it context. This will also show the employee you gave the feedback thought. For example, you could pair praise about problem-solving with something along the lines of: "Last month, when we had an issue with project X, you managed to fix this by doing A, B, and C and that ensured we could deliver on time! Thank you."

⭐️ Find more examples of employee feedback that creates an impact, especially relating to more sensitive issues like the need for additional training or failing to meet deadlines, and best practices for delivering them.

Use performance management software

Theoretically, you can master your performance review approach all on your own. Logistically, however, there are ways you can make the entire performance management process infinitely easier for yourself (and your employees).

Performance management software like Officevibe turns the review process into a fun and dynamic aspect of the employee experience. With data-driven features such as goal setting, continuous feedback, and performance tracking, it simplifies, streamlines, and enhances the entire performance review process, making it fair, efficient, and engaging for both managers and employees.

By utilizing performance review software, you can maximize the benefits of performance management, foster employee development, and cultivate a positive work culture.

Elevate growth, engagement, and success with Officevibe

Mastering the art of employee performance reviews is essential for managers looking to drive growth, engagement, and success within their teams. By following the key steps outlined in this guide, you can conduct effective performance reviews that inspire improvement, empower employees, and contribute to overall organizational success.

Remember, performance reviews should be a collaborative and continuous process that prioritizes growth, feedback, and open communication. Embrace the opportunity to support your employees' development and create a culture of excellence!

MONTRÉAL — Nov. 25, 2024 — Workleap, a leading Canadian software company behind products that empower 20,000 companies in more than 100 countries to build better employee experiences, announces its fall platform release introducing new solutions and integrated features into an all-in-one simple-to-use platform. This release marks a new milestone in Workleap’s ongoing commitment to transform the employee experience by empowering HR leaders to drive organizational performance and achieve business goals.

Workleap’s comprehensive platform helps HR lead organizations to thrive in the modern setting of hybrid, remote, and distributed work environments. The consolidated solution for understanding employee engagement, driving performance, and developing employees is the best add-on to your existing HRIS and HR technology, allowing companies to add simple experiences across the employee lifecycle. Bringing these functions together in one platform, Workleap enables HR professionals to create a more responsive, agile and employee-centric work environment.

What's New

  • Workleap Performance streamlines performance management reviews and enables HR teams to guide managers to provide meaningful feedback, align teams with business goals, and easily track progress—all in one place.
  • Workleap Pingboard, an intuitive org-chart, visualization, and company building solution, will be integrated within the Workleap platform before the end of the year.
  • Integrated tools to help HR: Easily visualize employee engagement data within your org chart, streamline onboarding and learning workflows, accelerate content creation with AI designed for HR, and launch custom surveys across the employee journey.
  • Unmatched value: Game-changing bundled pricing lowers the barrier for HR teams of any size to enhance the employee experience.

Why It Matters

Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes,” said Simon De Baene, Co-founder and CEO of Workleap. “At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves.”

To learn more about Workleap’s employee experience platform, visit workleap.com.

About Workleap
Workleap is the best add-on to your HRIS to build better employee experiences. The all-in-one Workleap platform empowers organizations to make work simpler by unifying onboarding, engagement, performance, and development —in one platform.

Workleap is a Montréal, Canada-based company building the operating system for hybrid work—unifying the experience to streamline talent management and scale productivity tools across 20,000 companies in more than 100 countries.

Media Contact
Jaclyn Pullen
PANBlast for Workleap
workleap@panblastpr.com

At Workleap, we believe that strong employee experiences stem from three core HR actions:  

  • Understand how your employees feel to make them feel heard.  
  • Help managers to connect their teams and drive them to perform.  
  • Develop your employees, grow their careers, and help them deliver for your business.  

HR work should be human work, supplemented by the right tools.    

It sounds simple (and appealing, no?), but the reality is, finding a simple software solution to unify and streamline this work is like finding a needle in a haystack.   

Refreshingly simple employee experience software  

According to HR.com's State of Today's HR Tech Stack and Integrations 2024 report, 37% of respondents are juggling five to eleven (or more) paid HR solutions in their tech stacks. Your job is certainly complex — but the last thing you need is to manage endless tools and increase costs.  

Workleap's employee experience platform brings the simplicity you're looking for — one solution to unify and streamline everything you need understand your people, connect teams, drive performance, and develop careers. 

Engagement surveys, anonymous feedback, performance management, new employee onboarding, learning management, and career progression — yes, all of this, in one place! It seamlessly integrates with your existing HRIS, adding a layer of simple (and consistently used) experiences. 

And with such a breezy setup, you finally have the breathing room to collect the right inputs, take time to analyze and reflect, and plan concrete actions.  

Hybrid work has completely reshaped the role of HR. It’s no longer just about managing employees—it’s about building the right frameworks, fostering authentic connections, and leveraging tools that drive meaningful outcomes. At Workleap, our mission is clear: make work simpler. The Workleap platform brings together the tools HR teams and leaders need to focus on what matters most—creating workplaces where people feel supported, connected, and empowered to grow. By continuing to invest in our platform, we’re accelerating innovation with solutions like Workleap Performance—designed to be simple, effective, and built to keep HR and leaders ahead as the future of work evolves. - Simon De Beane, CEO and Founder at Workleap 

A main takeaway from the HR.com report is that employee experience is the top priority that businesses want to address with their tech stack. Over half of respondents don't have any capabilities at all!   

We know you know it's time to boost your employee experience. And here's how you do it.   

Understand your people. Make them feel heard.  

Listening is a basic human skill — but in the HR context, it's taken to a whole new level. 

Continuous employee listening involves:   

  • Providing a safe space for employees to answer questions and provide feedback   
  • Acknowledging and analyzing employee responses  
  • Actioning on employee feedback and communicating changes  

Ensuring your people feel heard is a key element of employee listening. As McKinsey senior partner, Carolyn Dewar, says: “You need to genuinely listen and learn, because the organization will sense if you are asking questions but not interested in the answers.” 

While there are many moving parts, continuous listening should be top priority because it goes hand in hand with one of HR's key metrics, employee engagement. In fact, highly engaged employees are three times more likely to say they feel heard at their workplace (92%) than highly disengaged employees (just 30%).   

Good news is, there are tools out there that help you collect constant feedback, regardless of location or time zone.   

How Workleap helps amplify your listening skills   

In a recent Workleap webinar, we brought in HR experts to break down effective listening. (Here's the link to the guide they created for attendees.)  

During the webinar, we talked about the how: How can HR leaders hear and analyze the perspectives of hundreds (or thousands) of employees? Their answer? Find yourself a really good survey and feedback tool.   

Cue: Workleap Officevibe’s engagement surveys and anonymous feedback.  

Both tools offer a safe space and an easy user experience to increase employee participation rates, which means greater insights for you! More recently, we updated our pulse survey tool to enable flexible listening. Now, you can deactivate or add custom questions to help you measure what matters to your organization. 

My team and I enjoy using Workleap Officevibe because we can instantly view our department's engagement temperature while continuously addressing learning and implementing strategies based on employees' voices. - Sivakumar Muniandy, Head of Singapore Contact Centre Operation, AIA Shared Services 

To close the loop, we recommend sharing updates with your people on what you're hearing and doing to address their needs. Open communication is key!  

Connect teams and drive performance 

Patrick Lencioni, author of The Five Dysfunctions of a Team: A Leadership Fable, captures the power of alignment and connection perfectly when he wrote: 

“If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.” 

When your people are connected, you’re a force to be reckoned with. Without this, the business goes nowhere. People work inefficiently. Decisions are made more slowly. Alignment ensures everyone works in lockstep. And that can make a big difference on revenue. 

What can you do, as an HR leader of a hybrid organization, to connect your teams from the comfort of your home office? Read on.  

How Workleap helps you connect and drive performance 

When you crack the code for driving alignment, you'll discover endless opportunities. There are many ways to get individuals and teams together and moving in the same direction.   

One way is through performance management. Once organizational goals are defined, then all other individual and team goals can feed this North Star.   

The reality is, however, that many HR pros are struggling to find a performance management solution that blend the flexibility needed to adapt to changing needs with the simplicity and user-friendliness that fosters widespread adoption and efficiency. 

With our new Workleap Performance product, you can finally have a flexible and customizable framework to build performance cycles that fit like a glove. You can easily customize questions and evaluation criteria that align with your organizational goals, mission, and values — while still ensuring a consistent and fair process across managers and teams.   

Another way to align people — that's especially valuable for hybrid or remote workforces and incredibly easy to implement — is by helping people connect with the right collaborators across their company. A tool as simple as a dynamic org chart and employee directory can foster faster relationships by showing who you need to speak with to progress your work.   

With Workleap Pingboard you can instantly improve alignment by fostering connections between employees, streamlining resource planning, and improving internal communications.   

Foster continuous learning and development  

Employees care about learning, development, and growth opportunities. This isn't new news.   

We've seen the data, too. When an organization provides these opportunities, great talent flocks and they stick around. According to the LinkedIn Workplace Learning Report 2024, organizations with strong learning cultures have a +57% retention rate and +23% internal mobility rate.   

Talent development starts from day one and it can be tackled with a strong onboarding process. Fresh training and courses will keep people engaged and growing.   

But we know the behind-the-scenes work of an L&D program — planning, managing, and tracking — can be time-consuming, hard to scale, and frustrating to maintain.   

How Workleap helps you develop talent at scale  

The secret to scaling your learning, development, and growth programs is leveraging AI, tried-and-tested templates, and other tools that remove the heavy lifting, so you can focus on the big picture: building a culture of continuous learning.   

Workleap Onboarding, Workleap LMS, and Workleap Skills all offer templates, automation, and AI to streamline manual admin processes and reduce busywork.  

Need to create new safety training? Hop into Workleap LMS and leverage AI to create a course outline in minutes with a few simple prompts. Want to integrate this course into your new hire's onboarding plan that you just built in Workleap Onboarding? Easy peasy! 

Unifying these product experiences isn’t just great for you — it also helps new hires transition smoothly from onboarding to role-specific training.  

When onboarding, training, and career plans are easier to create and manage, you'll see higher engagement — from your HR team, managers, SMEs, and employees. 

All you need to build impactful employee experiences 

With Workleap's unified platform, you have all you need to tackle the key areas of the employee experience:  

  • Understand how your employees feel to make them feel heard with Workleap Officevibe 
  • Help managers connect their teams and drive them to perform with Workleap Pingboard and Workleap Performance.  
  • Develop employees, grow their careers, and help them deliver for your business with Workleap LMS, Workleap Onboarding, and Workleap Skills 

Let's get back to the work we love to do, simply.