Goal management

What is goal management?

Goal management is more than just assigning objectives and reviewing employee performance. The true purpose of having management goals is to use and develop your employees’ talent, skills and experience while helping your organization meet its overall goals.

The benefits of goal management

In Strategic HR and Talent Management: Predictions for 2012, Bersin & Associates found when an organization’s leaders and managers regularly revisit company goals, their organization dramatically outperforms those that create annual cascading-goal programs.

Linking employee performance goals to the organization's overall strategy, not just to managerial success, is also integral to effective goal management. Without strong goal alignment, employees can achieve their individual goals without necessarily contributing to success of the organization as a whole.

Goal management requires a regular continuous dialogue between managers and employees that includes: feedback, coaching and development and a review of priorities. This ongoing dialogue helps ensure individual and organizational performance stay on track, and allows everyone to adjust their goals as needed to keep pace with evolving business and market requirements.

Keys to success

Goal management starts with writing goals that are SMART (specific, measurable, achievable, relevant and time-bound) and aligned to organizational goals. To help you get started, we’ve collected templates, forms and how-tos that take you step-by-step through the goal-setting process. There are also white papers and webinars that explore how to use goal alignment to drive business results.


Having a strong goal management strategy can help you align individual goals to organizational imperatives, improve performance and engagement while boosting business results.

Improving employee accountability for goals in your organization

Do your managers and employees set goals, only to forget about them during the course of the year? Discover some easy techniques for making employees more accountable for their goals, including setting SMART goals, helping employees set priorities, and setting up automated reminders.

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What should you do when you don’t accomplish your goals?

You set a goal for yourself and didn’t quite reach it. You could view that as a failure, but only if you don’t learn anything from it. This blog post by HR Bartender Sharlyn Lauby takes a close look at the reasons why you sometimes fall short of your goals, and steps you can take to ensure you reach your next objective. She also examines when it’s appropriate to abandon a goal.

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Get my agent on the phone - How smart managers position themselves as agents via performance goals

Managers, you know no one likes performance reviews, especially when you have to measure how well your employees are performing, and push for more. This webinar shows you how to evaluate your employees’ performance and encourage improvement while ensuring employees know that you’re supportive of their goals and career path.

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Driving organizational success with effective goal management

Goal management is much more than just assigning annual goal and reviewing employee performance. To get the most out of goal management, every employee needs to be encouraged to use and develop their talents and skills to help your organization reach its goals. Learn the key elements needed for effective goal management in this informative how-to article.

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Should your organization have high-level goals?

We all know it’s important for every employee to have goals. But is it really so critical for those goals to be linked to organizational objectives? Learn why it’s important to set high-level goals and communicate them to your employees in this how-to article.

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Should you allow managers to change employee goals during the year?

Many HR professionals struggle with the question of whether to set goals once a year or allow managers to change employee goals during the year. We’ve compiled some typical characteristics of companies that set goals once and those who update them throughout the year, as well as questions to ask yourself about your organization’s priorities, so you can determine what’s best for your company.

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Mission critical goal alignment: individual efforts must link to organizational strategy

The ultimate goal of any organization’s talent management strategy is to ensure that every employee is working to move the company towards its long term objectives. Yet few organizations do this well. Learn about the challenges organizations face when trying to align company and individual goals, and how to overcome them. This how-to article also includes case studies of organizations who have improved their goal alignment with the help of Halogen.

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Get managers to align and manage employee goals

Do your managers have all their ducks in a row when it comes to aligning and managing employee goals? Get practical tips for helping managers do a better job of writing goals and helping their employees achieve them. This how-to article also includes case studies of how other organizations have improved their managers’ skill at aligning and managing goals.

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Sculling to success: Aligning goals for business results

Goals are essential for directing your company’s use of time, attention, effort and resources. In sculling terms, having clear-cut goals help ensure that everyone in the boat is rowing in the same direction. In this webinar, we discuss ways to ensure your employees’ goals are in line with your organizational objectives, and that individuals have a clear line-of-sight between the work they do and the success of your company.

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Goals and outcomes: linking individual performance to organizational goals

By maximizing individual potential, organizations can stay competitive and quickly adjust to market changes – both key traits for businesses in the 21st century. This white paper explores how to better manage individual efforts and focus everyone on organizational priorities so your company can be both strategic and effective.

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5 performance management tactics to boost engagement

How do you ensure your employees are engaged in their work and performing to the best of their abilities? Explore how you can boost employee engagement by ensuring employees have clarity about their goals and support to reach their objectives. This white paper also highlights five ways that effective performance management practices can boost engagement at your organization.

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Performance management tactics that boost engagement

Most HR professionals consider performance management and engagement initiatives important. They’re usually considered separately – or even in opposition to each other. But should they be? Popular industry analyst David Creelman shares how managers can do a better job of performance management, including goal management, to drive engagement.

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Best practices in goal management

Every goal that’s set for an employee holds the potential to drive better performance. In this session with Dr. Chris Lee, learn the latest and greatest goal management secrets and how to apply them to your work environment. Discover the seven C’s that link individual and organizational goals, as well as the importance of reviewing goals and planning goals for the coming year.

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Check out our resources below for free templates, samples, forms and best-practice tips to help you create and refine employee goals.

Employee goal setting template

Effective employee goals should be created in consultation with your employees, tailor the level of detail to your employees’ needs, be SMART, and have a strong link to higher-level organizational goals. Sound intimidating? Our employee goal setting template outlines the key information you need to discuss and document when setting effective goals with your employees.

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Writing SMART goals

SMART goals are considered part of goal setting best practices, but that doesn’t make them any easier to write. Discover the elements of a SMART goal, view some examples, and find out how to support them in your organization. This how-to article even includes some sample employee evaluation forms as examples of how some companies handle goals.

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Organization-centric vs. people-centric goal alignment

Aligning your workforce through goal management is imperative in order to make the most out of your best asset: your people. But should you implement an organization-centric or people-centric model? This how-to article will show you the differences, advantages and challenges of these models for goal alignment, so you can decide which one will work best for your organization.

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Learn how other organizations have improved their goal management strategies, and get tips on how your organization can ensure employee goals are clear, aligned to organizational goals and SMART.


Sun-Rype is a 64-year-old Canadian juice and fruit snack company. The organization’s HR department was interested in increasing productivity, and turned to Halogen Software for help. Through Halogen Performance™, Sun-Rype now uses goal management to ensure people are focused on priorities and to let them re-establish and change goals and priorities on a dime.

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Investment management firm AGF has offices across Canada and around the world. The organization implemented Halogen Performance™ to help rally their employees around the organization’s guiding objectives to stimulate growth during a time of change and transition. The company is now committed to a more strategic and efficient performance management process.

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San Diego Zoo

When the Zoological Society of San Diego wanted to modernize its outdated performance management practices and focus on employee accountability, it turned to Halogen Performance™. Since implementing Halogen Performance, the San Diego Zoo has been able to establish a clear connection between organizational goals, boost employee motivation and morale, and drive greater accountability.

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CCP, Inc. publishes personality, career and organizational development assessments, including the Myers-Briggs Type Indicator®. The company was looking for a talent management solution that would improve organizational alignment and improve performance management. With Halogen TalentSpace™, CPP can now ensure every employee understands that his or her work makes a difference and is critical to CPP’s success. Furthermore, the company can track everyone’s progress on goals.

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Halogen’s cloud-based software, services and content can help increase employee connection and engagement, and transform performance management into an ongoing and collaborative process. Keep your business on track by providing managers the necessary goal-setting techniques and tools to ensure their teams have clear, measurable goals that connect their work to the needs of the business.

A practical approach to aligning and managing employee goals

Discover how you can maximize productivity and drive greater results with effective goal alignment. This white paper includes a practical approach to setting and aligning goals, as well as how Halogen Performance can make the process easier. Also learn how aligning employee goals can benefit your business and how to get started.

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Selecting a talent management suite: Experts share the real story

One of the biggest challenges facing HR leaders is selecting a talent management system \(TMS\). In this white paper Human Capital Analyst David Creelman has gathered insights from leading HR technology experts and HR professionals on some of the key considerations that go into the process of finding a TMS. It includes a step-by-step guide to building your selection team, creating a selection strategy and presenting a business case to your C-suite.

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Halogen’s performance management solution

Performance management programs can fall short if managers and employees see the process as a negative experience, or performance management isn’t clearly linked to the overall success of the business. That’s why Halogen’s performance management solution includes easily configurable software, consulting and professional services, content and support. These elements work together to create a process that is easy to use, transparent, and promotes ongoing coaching and feedback.

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