This article explains how to enter your own goals on Growth and hiring > Goals and send them to your manager for approval. Every employee with Performance Management Employee Permission does this.
Before you start
Growth and hiring > Goals appears in the menu. If not, request Performance Management Employee Permission.
The card of the selected period says Target entry open.
The period's Goal Entry setting is Employee or Both Employee and Manager (Creating a period). If it is Manager, your manager enters your goals; goals your manager enters are Approved right away and you do not need to do anything.
You know how many goals you must enter (Minimum Goal Count). The red number on the Add Goal button shows how many goals you still need to add.
Step by step
Go to Growth and hiring > Goals in the left menu. In the period strip under the title, click the chip of the period you will enter goals for (a chip shows the period name, its date range and a lock icon telling whether target entry is open or locked). The selected period is highlighted.
Make sure Myself is selected among the Myself and Employee tabs above the list (the selected tab shows your goal count) and click Add Goal on the right of the page title. Above the list you can search with the Search goal name or text box and use Sort to order by goal name, status, weight or date added.
The Add Goal Set window opens. If you are a manager, first select Myself in the Select Type step and click Next.
In the Add Goals step, enter the goal details:
Optionally pick a template in the Fill from Template section and click Fill (Goal groups and templates).
Goal Name and Goal Description (required).
Goal Type: Company Goal, Branch Goal, Department Goal or Personal Goal. For all types except personal goals, select a goal group from the Company Goal list. You can link branch and department goals to a company goal with Linked Company Goal Group.
Goal Weight: This goal's share of the period score (%). It cannot be 0.
Choose the criterion type in the Target success criteria section:
Point — When to use it: Goals measured in points; negative values are allowed · Example: Customer satisfaction score 8
Count — When to use it: Countable outputs · Example: 40 new customers
Day — When to use it: Goals measured in time · Example: Delivery in 30 days
Currency — When to use it: Amount goals; also select the currency · Example: 2,000,000 TRY sales
Percentage — When to use it: Rate goals · Example: 95% on-time delivery
Other — When to use it: Non-numeric development goals; shown only when Development Goal is on for the period · Example: Reach English level B2
For numeric criteria, write the value you want to reach in the Targeted Performance row. The rows below show the expected value for each scale level. All rows must be filled, none can be 0, and all must have the same sign (all positive or all negative). The score calculation uses the Targeted Performance row as the target value.
When you choose Other, you only write the Targeted Performance text. This goal gets no weight and does not count in the score.
Click Add & Continue. The goal is added to the list on the right and the form is cleared for the next goal. Repeat steps 4–6 for your other goals.
On the Weight Distribution bar, check that the Used total is 100%. You can also change the weights of the goals in the list here. If the total is not 100% or you have not reached the minimum goal count, the Next button stays disabled and its tooltip shows why. Click Next, review your goals in the Preview step and click Submit Goals.
The goals are added to your list as Pending. Click the Send to Approval button on the right of the page title. The button becomes active when the weights of your goals in the period (approved ones included) total 100% and you have reached the minimum goal count; it sends all your Pending goals together.
Fixing a pending goal
Before sending for approval, use the three-dot menu on the goal's row: Edit to change it, Delete to delete it. If the remaining goals would total less than 100% after deleting, the Delete Goal window opens; redistribute the weights of the remaining goals and click Delete & Update. If your goal count equals the minimum, deleting is not allowed.
Result
Your goals move to Waiting Approval and your manager gets an email. Once approved they become Approved; if your manager changes them while approving they become Revised and Approved, a mark appears in the Revised column and the Revision Changes are listed in the Detail window.
If you have no manager, your goals become Approved as soon as they are saved; you do not need to send them for approval. Goals the admin enters for you also start as Approved.
When the entry window closes, approved goals move to Evaluation Pending. Goals that are not approved by then become Not Included; only your manager or the admin can still take them into evaluation. For end-of-period steps, see End-of-period evaluation.
Common problems
Symptom: There is no Add Goal button.
Cause: Goal entry is not open for the selected period, or the Goal Entry setting is Manager.
Solution: Select the period whose card says Target entry open. If the setting is Manager, ask your manager to enter your goals. Details: FAQ.
Symptom: Send to Approval is disabled.
Cause: The weights of your goals in the period do not total 100%, or you have not reached the minimum goal count. Hovering over it shows why.
Solution: Open one of the Pending goals with Edit and fix its weight, or add the missing goal.
Symptom: The Next button is disabled.
Cause: The minimum goal count is not reached or the total weight is not 100%.
Solution: Complete the missing goal count or weight shown in the button's tooltip.
Symptom: "All score values must have the same sign" warning.
Cause: Some values in the success criteria are positive and some are negative.
Solution: Enter all values with the same sign.