We're introducing a new version of Goals in Performance & Development. This article explains what's changing, when it happens, and what you need to do. For the previous version, see Configure goals.

The new Goals gives you more flexibility in how you set and follow goals. You can connect individual work to team and company priorities. You can also see goal progress across your company in Personio.

We'll move your account automatically. You don't need to opt in or prepare your data.

Key improvements

We've made some key improvements to Goals. Here's what's new:

• Create the right goal type. Choose from Individual, Group, and Company goals, and share a company priority with everyone or with specific legal entities in one step.
• Track progress directly. Add supporting goals to individual goals only when you want progress to build up from smaller parts.
• Link goals. Align goals so everyone can see how their work supports team and company priorities.
• Follow progress across your organization. Managers see their team's goals in one view. Administrators see progress across the company in one place.
• Manage access in one place. Choose who can view and edit goals, with options to override it on per-goal basis.
• Archive and unarchive goals. Keep your goals organized, and bring a goal back whenever you need it.

For example, an Administrator creates a company goal. A team creates a group goal aligned to it. Each team member creates an individual goal aligned to the group goal. The team goals view shows this connection as a cascade.

What stays the same

• We carry over your goals, statuses, progress values, owners, and due dates.
• Your target agreements, workflows, data, and bonus calculations don't change.
• The statuses stay the same: Not started, On track, Off track, Complete, Cancelled, and Deferred.
• You can still view, edit, and update progress on existing organizational goals.
• Managers keep access to their direct reports' goals.
• You receive the same notifications as before.

Explore the new Goals

After your account moves, go to Performance in the main menu. On the Overview tab, find the Goals card. Click See all to open the Your goals page.

Understand goal types

You choose the goal type when you create a goal. Note that you can't change it later.

Create an individual goal

To create an individual goal:

1. Go to Performance.
2. On the Overview tab, click See all in the Goals card.
3. Click Create goal.
4. Enter the goal details, then click Create goal.

To create a goal for your team:

1. Go to Performance > Team Goals.
2. Click Create goal.
3. Choose the goal type, then enter the goal details.
4. For a group goal, build the list of people with conditions, then include or exclude individuals. For a company goal, choose everyone or specific legal entities.
5. Create the goal.

Create supporting goals

Supporting goals replace subgoals. They belong to an individual goal, and their progress builds up the progress of the main goal. Here's how they work:

• You can add up to 20 supporting goals to an individual goal.
• They share equal weight by default.
• You can set custom weights that add up to 100%.
• They don't have their own page. You always see them as part of the individual goal.

To add supporting goals to an individual goal:

1. Create an individual goal, or open one and click the pencil icon.
2. Click Add supporting goal.
3. Enter a title. You can also add a description, a time frame, and a custom weight.
4. To add more, click Add another supporting goal.
5. Click Create goal or Save.

Align goals

Align a goal to other goals to show how they connect. An alignment is a link between goals. It doesn't change the progress of either goal. You can align:

• An individual goal to a group goal or a company goal.
• A group goal to a company goal.
• A goal can align to up to 20 other goals.

To align a goal to other goals:

1. Create a goal, or open a goal and click the pencil icon.
2. In the Align this goal to other goals section, click the Goals field.
3. Select one or more goals.
4. Click Create goal or Save.

The Align this goal to other goals section only shows when there are goals to align to.

Check progress and status

You can measure progress as Yes/No, as a percentage, or as a number against a target. Statuses work like this:

• The status updates automatically based on progress and the time that has passed, when you manually update the progress.
• If you set the status yourself, it stays as you set it.

Archive and unarchive goals

Goals are either live or archived. The Your goals page shows them on separate Live and Archived tabs.

• You can archive a goal in any status.
• When you archive an individual goal, its supporting goals are archived too.
• Archived group and company goals are hidden, and we keep their links but don't show them. When you unarchive a goal, we restore its status, supporting goals, and links.

To archive or unarchive a goal:

1. Open the goal.
2. Click the three-dots icon.
3. Click Archive goal, or click Unarchive goal.

To archive or unarchive several goals:

1. Go to Performance > Team Goals.
2. Select the goals.
3. Choose to archive or unarchive the selected goals.
4. Review the message. It shows how many goals move and how many aren't eligible.
5. Confirm.

Use the team goals view

Managers see each direct report's goals with statuses and progress, as well as the goals they have access to. Administrators see goal totals by status and a table of employees.

The table filters by department, manager, status, and period. Both views flag these situations:

• An employee has no goals in the current period.
• A goal has no progress update in the last 30 days, and the period is more than halfway through.
• A goal is off track.

To open the team or company view:

1. Go to Performance.
2. Click the Team Goals tab.
3. To narrow the list, click Filters. Choose a goal type, or choose Live or Archived.
4. To see the goals aligned to a goal, click the arrow next to it.

Configure access to goals

You manage who can view and edit goals in Roles & permissions. We carry over your existing access rules.

What you need to do

Your goals, statuses, and target agreements move automatically. Two things need your attention.

1. Plan for organizational goals

You can still update and manage your existing organizational goals. You can't create new organizational goals after your account moves. Group goals and company goals replace them.

To plan ahead, follow these steps:

1. Check which organizational goals you use today.
2. Decide which ones to replace in the next cycle. Use a group goal for a team or department, and a company goal for everyone or for specific legal entities.
3. After your account moves, go to Performance > Team Goals.
4. Click Create goal.
5. Choose the goal type: group or company.
6. Enter the goal details.
7. For a group goal, build the list of people with conditions, then include or exclude individuals. For a company goal, choose everyone or specific legal entities.
8. Create the goal.
9. To create the same goal for several employees, create an individual goal and assign it to all of them. Each employee gets their own copy.

Note:
You won't be able to update the progress of organizational goals centrally anymore. When you align individual goals to a group or company goal, you then have to update progress manually.

2. Review your access rights

Do this after your account moves. The Goals permission in the Performance group controls access to other people's goals. Employees always have access to their own goals.

1. Go to Settings.
2. In the People section, click Roles & permissions.
3. Click a role, then click Edit.
4. Click Performance to expand the group.
5. Click Goals to see the access level and scope for the role. You can see three entries for every goal type: Individual, Group and Company goals.
6. If the access level or scope doesn't match what you expect, change it. A change applies to everyone with that role.
7. Review the changes and confirm.
8. Repeat for each role that needs goal access, such as managers and HR admins.

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