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Guide
Set goals
Record what each person is working towards, keep progress up to date, let managers set goals for their reports, and have the goals shown beside a performance review.
Before you start
- Nothing for your own goals. Everyone on a plan with HR records has My WorkMy Goals.
- To set goals for someone else as a manager: that person’s manager set on their file. My WorkMy Team appears once someone reports to you.
- To see goals as HR: the permission to view employee records. To change them, and to keep the example goals: the permission to manage employee records. The built-in HR manager role has both.
Add your own goal
Step 1: Open My Goals
Go to My WorkMy Goals and click “Add a goal”.
Step 2: Start from an example, or from scratch
Under “Start from an example, then make it yours”, click an example. It fills in “Goal” and “What does done look like? (optional)”. Replace the parts in [brackets] with your own words.
To start from scratch, type straight into “Goal”. The examples disappear as soon as the field has text in it.
Step 3: Fill in the rest
- “Goal”: the only field you must fill in.
- “What does done look like? (optional)”: how anyone will know the goal is met.
- “Period”: free text, for example 2026 Q4.
- “Due”: a date.
- “Status”: “On track”, “At risk”, “Done” or “Dropped”.
- “Weight (%)”: optional. A whole number from 0 to 100. See step 5.
- “Progress”: a slider from 0% to 100%, in steps of 5.
Click “Save”.
The dialog says “Visible to the person, their managers and HR.” That is the whole audience: you, anyone above you in the reporting line, and HR. Nobody else can see your goals.Step 4: Keep progress and status up to date
Click the “Edit” icon on a goal, move the “Progress” slider or change the “Status”, and click “Save”.
Done and 100% mean the same thing. Setting the status to “Done” moves progress to 100%, and moving progress to 100% sets the status to “Done”. Moving a done goal back below 100% returns it to “On track”.
The list shows goals at risk first, then on track, then done, then dropped. To remove a goal, click the “Delete” icon and confirm. It is removed for everyone who could see it.
Step 5: Give goals a weight, if you use them in reviews
“Weight (%)” is how much a goal counts when goals are rated in a review. Under the field, the dialog tells you what your other goals already add up to. Weights do not have to add up to 100.
If none of your goals has a weight, every rated goal counts the same. If some have a weight, a goal without one is not counted in the goal score.
Set goals for someone who reports to you
Step 6: Open the person from My Team
Go to My WorkMy Team and click the person’s row. Their goals are in the “Goals” card. The list covers everyone below you in the reporting line, not only your direct reports.
Step 7: Add or update a goal for them
Click “Add a goal”. The dialog is the same one, titled with the person’s name. Use the “Edit” and “Delete” icons to update or remove a goal they already have, including one they wrote themselves.
The person sees the goal in their own My WorkMy Goals and can change it too. This view leaves out the description to keep the list short; open “Edit” to read it.
HR: see goals and keep the examples
Step 8: See a person's goals on their file
Go to HR & TalentPeople, open the person’s file and click the “Goals” tab. With the permission to view employee records you can read the goals. With the permission to manage employee records you also get “Add a goal”, “Edit” and “Delete”.
Step 9: Keep the example goals
Go to HR & TalentHR Settings and find “Example goals” under the “Goals” heading. Every company starts with four generic examples.
Click “Add”, or the “Edit” icon on an example. Enter the “Goal” wording, with [brackets] for the parts people fill in, and optionally “What does done look like? (optional)”. Switch off “Shown to people adding a goal” to hide an example without deleting it; it is then marked “Hidden” in your list. You can keep up to 30 examples.
An example is wording only. Changing, hiding or deleting one never changes a goal somebody already has. If you delete one of the four starting examples, “Restore starting set” appears under the list and brings it back.
Goals beside a review
Step 10: See the goals in the review
When a review cycle is running, the person and their reviewer see the person’s goals in the review dialog, with the note “As they stand today. A copy is kept with the review when it is shared.” There is nothing to switch on for this.
When the reviewer shares the review, the goals as they are at that moment are copied into it. From then on the review shows that copy, marked “As they stood when the review was shared”, even if the goals change or are deleted later.
Step 11: Rate each goal, if the cycle asks for it
HR can switch on “The person and the reviewer also rate each goal” on a cycle in HR & TalentReview Cycles, before it is launched. Each side then picks a rating from 1 to 5 for each goal and can add a “Comment (optional)”. Rating a goal is optional.
A goal score is shown under the goals, using the weights from step 5. The dialog says “The goal score is a guide. It does not set the overall rating.”
What you should see
Each goal shows its title, a status chip, the period, “Weight” if one is set, a progress bar with the percentage, and the due date.
A goal a manager adds from My WorkMy Team appears in the person’s own My WorkMy Goals and on the “Goals” tab of their file. Adding, changing and deleting a goal are each recorded in the audit log.
If something goes wrong
- There is no My Goals in the sidebar.
- Goals are part of HR records, which is on the Team and Advanced plans. Check your plan.
- There is no My Team in the sidebar.
- Nobody reports to you yet. Ask HR to set you as the manager on the person’s file.
- No examples are offered when adding a goal.
- They show only on a new goal while the Goal field is empty. If they never show, HR has hidden or deleted every example in HR Settings.
- The Save button is greyed out.
- The Goal field is empty, or the weight is not a whole number from 0 to 100. Leave the weight empty if you do not use it.
- HR can read a person’s goals but sees no Add a goal, Edit or Delete.
- The permission to view employee records is read-only. Changing goals needs the permission to manage employee records.
- There is no Example goals card in HR Settings.
- It needs the permission to manage employee records, and a plan with HR records.
- A message says a person can have at most 50 goals.
- That is the limit per person. Delete goals that no longer apply, then add the new one.
- A goal changed after the review was shared, but the review still shows the old one.
- That is intended. A shared review keeps the goals as they stood when it was shared.
Still stuck? See When something goes wrong, or Contact Zonitix support.