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Empower your employees with OKR Goal Software

Drive high performance and accelerate organizational growth by aligning team & individual outcomes to organizational success

Prioritize & measure outcomes that matter today. Create high performance work culture powered with goals focused on individual as well as business growth. Set clear objectives with actionable goals that act as milestones on the road to success.

OKR Goal Setting = Aspirational Goals aligned with Organizational Strategy

I think goals should never be easy. They should force you to work, even if they are uncomfortable at the time.
~ Michael Phelps

An efficient Performance Management system aids clear goal-setting that aligns strategy and employee goals across the organizational hierarchy to the manager and organization. Employ goal setting to communicate company strategy, cascade goals, and allow dynamic goal periods to improve performance review across the organization.

Set agile & transparent Goals that fuel business results

On board your employees to the organizational outcomes by making common strategic objectives crystal clear. Bring that necessary zest in how your employee approach critical outcomes by breaking larger annual goals through monthly velocity. Apt for organizations looking for growing fast as this reduces their response time to changing market dynamics.

Align Goals for focus on priority outcomes

Tightly align employee goals to the outcomes that matter for the business today through top down goals cascading. Goals cascading drives alignment not just between individuals of a team but across the organization. PossibleWorks platform offers a simple interface that provides an intuitive, easy-to-use interface for setting, tracking and measuring goals.

If you want to live a happy life, tie it to a goal, not to people or things. ~ Albert Einstein

Combine Strategic & Operational Goals through dual powers of OKRs & KPIs

PossibleWorks platform helps organizations to run OKR goals for the leadership to accomplish aspirational outcomes and leverage the power of KPI goals for operational execution down the organizational eco-system. With open API based integration for real time communication with data lakes to pull and reflect data to ensure your goals stay prioritized and get acted upon consistently.

Let’s make goals SMART

The idea of goals is to help employees improve their performance. It is therefore equally important that the goals are understood and defined clearly. Poorly defined goals lead to confusion and poor performance. It is, therefore, important that the goals are SMART.

Specific, Measurable, Actionable, Result-oriented, & Time-bound

SMART goals bring in the much-needed clarity, inspire commitment, and provide employees with a sense of ownership in achieving their goals. SMART goals define clearly what needs to be achieved (specific), remove subjectivity (how to measure it), outline what needs to be done (actionable), set achievement (result), and sets a time frame for achievement (time-bound).

Setting goals is the first step in turning the invisible into the visible. ~ Tony Robbins

  1. Specific: Well-defined goals with specificity and clarity ensure a high level of performance.
  2. Measurable: To manage something well, we need to be able to measure it. The measurement need not always be quantifiable. It can also be tracked by the extent to which a goal was attained.
  3. Achievable: Goal setting needs to recognize the need to set tasks that are achievable and ensure that employees are motivated to work towards them.
  4. Relevant: All organizations have strategic goals which are relevant to them to ensure their growth and success.
  5. Time-Bound: Goal setting needs to pay attention to deadlines and establish a window of time in which they need to be achieved.

Real time Goal updates to keep company progress on track

With PossibleWorks, leaders, managers and employees can track goal status to identify where they need to take action and keep the progress on. End of the month frequent reviews ensure employees get accurate performance & development feedback from the managers for timely course correction.

Make managers better People Managers

With increased performance conversations and continuous feedback linked to individual goals, employees get in the moment inputs for timely course correction and increased productivity.

These timely conversations develop managers into coaches leading to improved team collaboration & productivity.

Put goal management in the hands of your people

PossibleWorks dedicated Android & IOS mobile app ensures employees are always on top of their business goals. Update goals and monitor team’s progress on the move using the mobile app. Instant feedback from managers tagged to individual goals set the velocity for active goal attainment.

goal

Smart Dashboards & Reports

Monitor how your organization, teams and employees are progressing through critical insights. Explore employee participation on various stages of the performance cycle include goals taken, updates, status, probability of success etc through intuitive dashboards and downloadable excel reports.

Goals Management – Frequently Asked Questions

How does goal setting help to streamline employee performance and prevent any issues with managing performance? -

When an employee has access to the full set of goals against which they will be measured, there’s complete understanding all around. Their contribution alone gets measured, taking subjectivity out of the equation. Many performance problems can be remedied with coaching, mentoring, or support when the manager finds an employee missing the specified goals. Given the clarity with which both approach the tasks, encourages a timely conversation and a quick resolution.

How does an employee benefit from this system? -

Knowing their own performance standards and goal attainment levels enable employees to aim for better results and aspire for career development by way of monetary rewards, promotions, etc. Realistic goals, however challenging, motivate employees to greater output and standards of performance. They face no ambiguities as they understand what is expected of them completely. Tough goals fail to deter an employee when they receive the necessary guidance and coaching which enables them to attain the goals.

How does an organization benefit from this system?-

An organization will quickly know which of its employees are motivated or committed to its vision and are contributing to its success. Appropriate feedback contributes to better behavior and performance from the employee as it resolves the employee’s difficulties and helps to clarify their doubts. The organization may also get to evaluate the attainability of a specific goal and revise it, or organize the necessary training to increase the skill levels of the employees, as necessary. Managers could provide new strategies and inspire/guide the employees to superior effort to reach a superordinate goal. This would help the organization itself to reach superior levels of performance and efficiency.

How do we set effective goals and what is the relationship between goal setting and task performance?-

Goals are established at the enterprise level. They then cascade down to all the employees, who are involved in executing the vision and strategy of the organization. Employees motivated to stay in the job willingly work to attain the goals set for them. Even though goals become attainable with appropriate feedback and help to improve the standards of performance. An effective goal is consistent with the vision, values, and objectives of the organization, and connects with the emotions of the employees. They spare no effort in trying to reach it through adopting better strategies and performing better.

Who establishes goals and when are they established and reviewed?-

Managers work with their employees to establish the goals and monitor the employee’s performance against them. Existing employees have their goals set at the beginning of the fiscal year. For new employees, the goals need to be set within the first three months of their coming on board. Both should collaborate on the achievement of the goals and review the possibility once every quarter. An employee needs to be aligned to the goals of not just their manager but also that manager’s manager.

Does the size of an organization make any difference to the performance of the system?-

Goal setting works just the same in organizations, whether they are big or small. Larger organizations may choose their set of goals unilaterally, due to the time needed to resolve conflicts and to get everyone to sign-on. Smaller organizations have the luxury of a participatory approach to goal- setting, reach a consensus, and have better acceptance.

Goals Management – Frequently Asked Questions

When an employee has access to the full set of goals against which they will be measured, there’s complete understanding all around. Their contribution alone gets measured, taking subjectivity out of the equation. Many performance problems can be remedied with coaching, mentoring, or support when the manager finds an employee missing the specified goals. Given the clarity with which both approach the tasks, encourages a timely conversation and a quick resolution.

Knowing their own performance standards and goal attainment levels enable employees to aim for better results and aspire for career development by way of monetary rewards, promotions, etc. Realistic goals, however challenging, motivate employees to greater output and standards of performance. They face no ambiguities as they understand what is expected of them completely. Tough goals fail to deter an employee when they receive the necessary guidance and coaching which enables them to attain the goals.

An organization will quickly know which of its employees are motivated or committed to its vision and are contributing to its success. Appropriate feedback contributes to better behavior and performance from the employee as it resolves the employee’s difficulties and helps to clarify their doubts. The organization may also get to evaluate the attainability of a specific goal and revise it, or organize the necessary training to increase the skill levels of the employees, as necessary. Managers could provide new strategies and inspire/guide the employees to superior effort to reach a superordinate goal. This would help the organization itself to reach superior levels of performance and efficiency.

Goals are established at the enterprise level. They then cascade down to all the employees, who are involved in executing the vision and strategy of the organization. Employees motivated to stay in the job willingly work to attain the goals set for them. Even though goals become attainable with appropriate feedback and help to improve the standards of performance. An effective goal is consistent with the vision, values, and objectives of the organization, and connects with the emotions of the employees. They spare no effort in trying to reach it through adopting better strategies and performing better.

Managers work with their employees to establish the goals and monitor the employee’s performance against them. Existing employees have their goals set at the beginning of the fiscal year. For new employees, the goals need to be set within the first three months of their coming on board. Both should collaborate on the achievement of the goals and review the possibility once every quarter. An employee needs to be aligned to the goals of not just their manager but also that manager’s manager.

Goal setting works just the same in organizations, whether they are big or small. Larger organizations may choose their set of goals unilaterally, due to the time needed to resolve conflicts and to get everyone to sign-on. Smaller organizations have the luxury of a participatory approach to goal- setting, reach a consensus, and have better acceptance.

Modern management processes swear by a performance management review which is linked to goal setting. These reasons for this are not far to seek. This is not a bell curve model which is forced onto managers making them take a call on whom to elevate from among a This process allows for an honest evaluation as well as recognition for helping the organization itself meet its goals. It will also enable the management to provide constructive feedback which includes a performance improvement plan which offers the necessary coaching and mentoring to the underperforming employee. Ultimately there’s a clear need for performance management for all organizations which have a clear vision for growth and success which is not possible without the support of employees whose work turns it into reality.

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