Goals and actions in Pando support you on your continuous progression journey. These features create space for you to design your career plan which is typically done in collaboration with your manager during your calibration conversation.
Definitions
Let's start with definitions of goals and actions with respect to Pando:
Personal Goals - Short or long-term career goals. For example: get a promotion; move to a new department or roll; become an industry leader; make 30 under 30 list. These typically do not include things like: sell $X more than last year; ship 23 new features; write 63 FAQs. Personal Goals can only be seen by you, your management chain, and account Admins. Your peers cannot see your personal goals.
Company Goals - Goals that have company-wide visibility, which are often tied top or bottom line revenue, or strategic company objectives. Company Goals that you own can be viewed by anyone else in the company. These can optionally be tagged as Objectives, Key Results, Strategic Priorities, or Initiatives.
Actions - The steps or actions you need to take to reach a goal. Actions can be used in a variety of ways. Two common examples are:
Milestones or stages that move you toward achieving a goal. For example, if your goal to speak on a panel at an industry conference, your actions may include identifying the conference, submitting an application, identifying the topic, practicing in front of your team, and finally sitting on the panel.
When your goal is achieving a specific number of something. For example, if your goal is to write 10 blog posts, you may have 10 Actions, each titled with the topic or name of a blog post you intend to write.
Actions may be associated with specific competencies so when completed, they appear in the assessment of those competencies.
OKRs - Objectives and Key Results. The OKR framework is a methodology meant to track progress, create alignment and engage teams around ambitious goals. An objective is sought to be achieved, a key result is the benchmark or monitor of how to get to that objective. Typically, individual OKRs roll into department OKRs which, in turn, roll into company OKRs.
Initiatives and Strategic Priorities - Initiatives and Strategic Priorities are company wide projects or goals that are not defined as an objective or a key result. Examples include efforts to rebrand a website, company culture initiatives, etc.
Company goals
Teams can now add company-wide goals much like OKRs or Company Initiatives. Much like personal goals, users can add goals that nest into each other that are visible to the entire company. Anyone can be assigned to any company-wide or department-wide goal.
These company goals will create alignment and accountability by showing the relationship between the company-wide goals/OKRs, and how department and individual employee goals impact a company's key metrics.
FAQs
How is goal progress determined?
Progress is determined by how many sub-goals and sub-actions are completed. Sub-goals and sub-actions are weighted equally.
Who can edit or delete a goal?
Anyone can create a goal and assign someone as a goal’s owner, but only the owner of the goal can edit or delete it.
Are all goals public?
Goals connected to company-wide goals are public. Personal goals are only visible to yourself and your management chain.
Reach for the stars!