As a modern people manager, chances are you’re constantly looking for efficient ways to regularly monitor and discuss progress towards goals in your team. Too often time passes, excitement fades and goals go untracked. Frequently, this is a result of the fact that setting and tracking goals becomes a time-consuming and rather unappealing administrative task. 

The solution is to provide teams with a platform to continuously set goals and monitor progress collaboratively, and seamlessly integrate this process with check-ins and feedback loops during regular conversations.

Continuous

Static, yearly goals quickly become irrelevant in today’s fast-paced, ever-changing environment. A better approach is an iterative one, that integrates goal updates and revisions into your regular conversations, keeping them relevant and actionable. Moreover, breaking down goals into smaller parts, or Action Items, makes them easier to track and ensures a clear path to completion.

Collaborative

Instead of dictating goals from the top-down, make it a habit to set goals collaboratively with your team members during your 1-on-1s. This not only gives your team members a feeling of agency over their course of development, but also ensures both parties are on the same page and the goals are clear. You can use goals to act on the input your team members have added to the Talking Points, further strengthening the collaborative process.

Integrated

Unify the process by giving feedback on goals with Duuoo’s feature of real time Feedback between your regular check-ins, and close the loop by discussing the feedback and goals in your next 1-on-1.

Ways to use Duuoo Goals

Explore ways to set goals based on different goal-setting practices. Listed below are just a few examples to get you started and give you some inspiration:

1. Using Business goals

OKR Model
OKRs - Objectives and Key Results is a widely used practice in which goals are  frequently set, tracked and re-evaluated - usually quarterly. Goals set in this way describe both what should be achieved (Objective) and how achievement will be measured (Key Results).

You can achieve a full overview of your OKRs in Duuoo by writing your Objectives down in the goal section and listing the measurable Key Results in the Action Items section. During your regular check-ins, you can track the progress by ticking off the completed Action Items or make adjustments by editing them.

To make it a truly continuous process, set new OKRs during the quarterly Duuoo Development Reviews and look back on what was achieved. We'll support you with a specific agenda for goal setting and reviewing during the Development Reviews.

Milestones
As part of a project team, you might be already setting milestones to mark points along a project’s lifespan in order to achieve certain smaller objectives which contribute to the overall success of the main goal. Reaching milestones ensure that you’re staying on track. Without project milestone tracking, you might be simply monitoring tasks and not necessarily following the right path to ensure high quality project completion. 

It’s not only progress that milestones show —they can also provide guidance to   a project manager to communicate what’s currently happening amongst all team members.

Keep track of your team’s milestones by writing down the end goal as a Duuoo Goal. Use Action Items as a list of milestones that need to be completed in order to achieve the end goal. You can tick off each individual milestone on the go. Each completed milestone will reflect on the progress bar, so you’ll always have the overview of how far in the process you are. Review and edit if needed these goals, milestones and dates as part of your regular Project 1-on-1s.

2. Personal Development

IDP (Individual Development Plan)
The Individual Development Plan is one of the widely used practices for setting personal development goals. The purpose of an IDP is to give each employee the opportunity to develop professionally and grow in his or her job by taking the time to discuss each individual team member’s professional needs or aspirations for growth, and setting realistic goals based on these conversations.

As a part of your IDP, you as an employee will identify the professional goals that matter most to you together with your manager, and determine what experiences, skills and behaviors will help you achieve those goals. You will work together with your manager to evaluate areas that have the greatest potential to pay off for you and for the organization, in the short term and longer term.

How to Manage the whole IDP process in Duuoo: 

Set IDP goals during your Development Review, which is specifically designed with a focus on development goal setting. Use the goal field of the Duuoo Goals to determine the end result and use the Action Items to break it down into actionable steps or list of resources you need to accomplish. Not to leave these goals without attention until the next development review - you get to review them during each of your regular Progress or Coaching 1-on-1 meetings.

A practice for goal setting: GROW model

Whether you’re setting business or personal development goals, it is important that the goals you’re setting help you grow in the desired direction without limiting you or setting unrealistic targets.

Think of it as you’d be planning a journey. You start with deciding where you want to go (the Goal), then look at the starting point (your Current Reality). Next step is exploring the different routes and possible Options (and Obstacles) to your final destination. Finally, establish the Will to ensure you have the commitment to make the journey and are prepared for the possible obstacles on the way.

Last but not least,  make sure that the goals you’re setting are SMART: Specific, Measurable, Attainable, Realistic, and Time-bound.

Duuoo Goals are designed to encourage you follow these practices in your goal setting process at every step - starting from setting the end goal, followed up by action items to help you list the needed resources, smaller tasks or milestones and finally, setting the due date for accountability and tracking the goal journey through following the progress bar as you complete the action items.

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