ADMINISTRATION SERVICES FOR COMPENSATION PLATFORMS

TECHNICAL FIELD

The present application relates generally to the technical field of computer system administration and, in one specific example, to implementing and/or configuring computer services, applications, user interfaces, and/or tools to facilitate administration of a goals platform and/or a compensation platform deployed within one or more computer networks.

BACKGROUND

Organizations may deploy one or more software applications within one or more computer networks to facilitate management of employees of the organization. Such software systems may include human resource (HR) systems, which may be configured to, for example, store and manage confidential employee data, handle employee-centric HR processes, such as recruitment and/or performance, and or handle offboarding. Additionally, some HR platforms may be configured to keep track of employee engagement and performance.

BRIEF DESCRIPTION OF THE DRAWINGS

FIG. 1 is a network diagram depicting a system 100 within which various example embodiments may be deployed.

FIG. 2 is a block diagram illustrating example modules of the service(s) 120.

FIG. 3 is a schematic of a user interface depicting a company goal type.

FIG. 4 is a schematic of a user interface depicting a department goal type.

FIG. 5 is a schematic of a user interface depicting a group goal type.

FIG. 6 is a schematic demonstrating how to navigate a user interface to choose a department for and change the owner of a goal.

FIG. 7 is a schematic of a user interface displaying the “Individual” section of an owner's Goals page.

FIG. 8 is a schematic of a user interface displaying a drop-down menu containing levels of importance for sorting goals.

FIG. 9 is a schematic demonstration how to navigate a user interface to filter goals by type.

FIG. 10 is a schematic of a user interface displaying equally weighted key results of an objective.

FIG. 11 is a schematic of a user interface displaying unequally weighted key results of an objective.

FIG. 12 is a schematic of a user interface displaying unequally weighted key results of an objective and indicating that the key result is weighted at 0%.

FIG. 13 is a schematic of a user interface displaying cascading goals with one key result.

FIG. 14 is a schematic of a user interface displaying cascading goals with two key results.

FIG. 15 is a table illustrating the main differences between cascading and non-cascading goals.

FIG. 16 is a schematic demonstrating how to navigate a user interface to display non-cascading goals in a list view or cascade view.

FIG. 17 is a schematic of a user interface displaying non-cascading goals in list view.

FIG. 18 is a schematic of a user interface displaying non-cascading goals in cascade view.

FIG. 19 is a schematic of a user interface displaying a Goal Creation page when goals are non-cascading.

FIG. 20 is a schematic of a user interface displaying goal reporting with cascading goals turned off.

FIG. 21 is a schematic demonstrating how to navigate a user interface to display cascading goals in a list view, cascade view, or tree view.

FIG. 22 is a schematic of a user interface displaying multiple cascading goals in cascade view.

FIG. 23 is a schematic of a user interface displaying cascading goals in tree view.

FIG. 24 is a schematic of a user interface displaying a Goal Creation page when goals are cascading.

FIG. 25 is a schematic of a user interface displaying goal reporting with cascading goals turned on.

FIG. 26 is a schematic of a user interface displaying the your org page from the goal settings setup walkthrough.

FIG. 27 is a schematic of a user interface displaying the Activation page from the goal settings setup walkthrough.

FIG. 28 is a schematic of a user interface displaying the Cadence page from the goal settings setup walkthrough.

FIG. 29 is a schematic of a user interface displaying a selection of “Yes” on the Alignment page from the goal settings setup walkthrough.

FIG. 30 is a schematic of a user interface displaying a selection of “No” on the Alignment page from the goal settings setup walkthrough.

FIG. 31 is a schematic of a user interface displaying the Customize page from the goal settings setup walkthrough.

FIG. 32 is a schematic of a user interface displaying the Reminders page from the goal settings setup walkthrough.

FIG. 33 is a schematic of a user interface displaying the Review page from the goal settings setup walkthrough.

FIG. 34 is a schematic of a user interface displaying the final page from the goal settings setup walkthrough with the option to either explore goals or adjust the Admin settings.

FIG. 35 is a schematic demonstrating how to navigate a user interface to enable cascading goals.

FIG. 36 is a schematic of a user interface displaying a confirmation page for enabling cascading goals.

FIG. 37 is a schematic demonstrating how to navigate a user interface to change goals status definitions.

FIG. 38 is a schematic of a user interface displaying an edit modal for changing a goals status definition.

FIG. 39 is a schematic demonstrating how to navigate a user interface to integrate with Salesforce.

FIG. 40 is a schematic demonstrating how to navigate a user interface to adjust goal fields.

FIG. 41 is a schematic demonstrating how to navigate a user interface to save changes made to goal fields.

FIG. 42 is a schematic of a user interface displaying alerts indicating that required fields have not been selected.

FIG. 43 is a schematic demonstrating how to navigate a user interface to enable weighted goals for the whole organization.

FIG. 44 is a schematic of a user interface displaying a toggle button for allowing key results to have custom weighting.

FIG. 45 is a schematic demonstrating how to navigate a user interface to rename the goals display name.

FIG. 46 is a schematic of a user interface displaying a profile page containing the new goals display name.

FIG. 47 is a schematic of a user interface displaying a home page containing the new goals display name.

FIG. 48 is a schematic demonstrating how to navigate a user interface to rename objectives and key results.

FIG. 49 is a schematic of a user interface displaying a goal creation page containing the new names of the objectives and key results.

FIG. 50 is a schematic of a user interface displaying a goal explorer page containing the new names of the objectives and key results.

FIG. 51 is a schematic demonstrating how to navigate a user interface to adjust the default goal visibility.

FIG. 52 is a schematic of a user interface displaying a create objective page with the visibility field set to private.

FIG. 53 is a schematic demonstrating how to navigate a user interface to allow public goals in the org chart.

FIG. 54 is a schematic of a user interface displaying the org chart with goals shown in one employee card.

FIG. 55 is a schematic demonstrating how to navigate a user interface to create a new tag.

FIG. 56 is a schematic demonstrating how to navigate a user interface to manage tags.

FIG. 57 is a schematic demonstrating how to navigate a user interface to create a goal for a direct report.

FIG. 58 is a schematic of a user interface displaying a goal creation page containing a draft goal and the option to publish or save as draft.

FIG. 59 is a schematic demonstrating how to navigate a user interface to create a goal for a peer from the home page.

FIG. 60 is a schematic of a user interface displaying a goal creation page containing a drop-down menu for selecting owners for a goal.

FIG. 61 is a schematic demonstrating how to navigate a user interface to access goal reporting pages.

FIG. 62 is a schematic of a user interface displaying a participation reporting page containing a drop-down menu for filtering the view of goals.

FIG. 63 is as schematic of a user interface displaying a filtered view of the participation reporting page.

FIG. 64 is a schematic of a user interface displaying a participation reporting page grouped by individual.

FIG. 65 is a schematic of a user interface displaying a participation reporting page grouped by department.

FIG. 66 is a schematic of a user interface displaying a participation reporting page containing additional reporting information for objectives and key results.

FIG. 67 is a schematic of a user interface displaying a status reporting page containing a visual breakdown of objectives and key results.

FIG. 68 is a schematic demonstrating how to navigate a user interface to track the goal progress of a department, group, manager, and/or manager's team on the status reporting page.

FIG. 69 is a schematic of a user interface displaying a status reporting page with goals grouped by individual.

FIG. 70 is a schematic of a user interface displaying a status reporting page with goals grouped by department.

FIG. 71 is a schematic of a user interface displaying the status reporting page with a matrix containing a breakdown of goal statuses for several employees.

FIG. 72 is a schematic of a user interface displaying a participation reporting page filtered by manager.

FIG. 73 is a schematic of a user interface displaying the overview tab in a manager page containing participation reporting.

FIG. 74 is a schematic of a user interface displaying the members tab in a manager page containing participation reporting.

FIG. 75 is a schematic demonstrating how to navigate a user interface to create a department goal from the goals page.

FIG. 76 is a schematic demonstrating how to navigate a user interface to create a department goal from the goal creation page.

FIG. 77 is a schematic of a user interface displaying a goal creation page including a field to designate type.

FIG. 78 is a schematic demonstrating how to navigate a user interface to view team goals.

FIG. 79 is a schematic demonstrating how to navigate a user interface to view a direct report's goals.

FIG. 80 is a schematic demonstrating how to navigate a user interface to create a group goal from the goals page.

FIG. 81 is a schematic demonstrating how to navigate a user interface to create a group goal from the goal creation page.

FIG. 82 is a schematic of a user interface displaying a goal creation page including a field to designate type.

FIG. 83 is a schematic of a user interface displaying a newly created goal with an objective and key results.

FIG. 84 is a matrix describing the differences between a goal's objectives and key results.

FIG. 85 is a schematic demonstrating how to navigate a user interface to create an objective in the goal creator.

FIG. 86 is a schematic of a user interface displaying an objective creation page including a text box for describing the objective.

FIG. 87 is a schematic demonstrating how to navigate a user interface to create an objective in the goal explore page.

FIG. 88 is a schematic of a user interface displaying the option to add supported goals to an objective.

FIG. 89 is a schematic of a user interface displaying the goals homepage.

FIG. 90 is a schematic demonstrating how to navigate a user interface to create a goal within the goals homepage sidebar.

FIG. 91 is a schematic demonstrating how to navigate a user interface to align a goal to a parent goal within the goals homepage sidebar.

FIG. 92 is a schematic demonstrating how to navigate a user interface to update a goal or key result within the goals homepage sidebar.

FIG. 93 is a schematic demonstrating how to navigate a user interface to edit a goal or key result within the goals homepage sidebar.

FIG. 94 is a schematic demonstrating how to navigate a user interface to end a goal or key result within the goals homepage sidebar.

FIG. 95 is a schematic demonstrating how to navigate a user interface to delete a goal or key result within the goals homepage sidebar.

FIG. 96 is a schematic demonstrating how to navigate a user interface to reactivate an ended goal or key result.

FIG. 97 is a schematic demonstrating how to navigate a user interface to create a key result in the goal creator.

FIG. 98 is a schematic of a user interface displaying a key results creation page including a text box for describing the key result.

FIG. 99 is a schematic demonstrating how to navigate a user interface to create a key result in the goal explore page.

FIG. 100 is a schematic demonstrating how to navigate a user interface to align an objective or key result to a parent in the goal creation page.

FIG. 101 is a schematic of a user interface displaying the option to add supporting goals to a parent goal in the goal creation page.

FIG. 102 is a schematic demonstrating how to navigate a user interface to add a parent goal within the goals explore page.

FIG. 103 is a schematic demonstrating how to navigate a user interface to create a supporting goal from the goal explore page.

FIG. 104 is a schematic demonstrating how to navigate a user interface to publish a goal draft.

FIG. 105 is a schematic of a user interface displaying the objective creation page including a drop-down box to select tags for a goal.

FIG. 106 is a schematic demonstrating how to navigate a user interface to view tags from the people page.

FIG. 107 is a schematic of a user interface displaying a create key result page with the option to select Jira Integration to measure progress.

FIG. 108 is a schematic of a user interface displaying a search error.

FIG. 109 is a schematic of a user interface displaying the option to switch to JQL for a search.

FIG. 110 is a schematic of a user interface displaying a Jira set up page containing a list of issues in Jira based on a JQL query.

FIG. 111 is a schematic of a user interface displaying a Jira set up page containing options to designate start and target amounts for a list of issues.

FIG. 112 is a schematic of a user interface displaying a goal creation page after Jira has been integrated.

FIG. 113 is a schematic demonstrating how to navigate a user interface to disconnect Jira from a goal.

FIG. 114 is a schematic of a user interface displaying an edit goal page containing the option to remove Jira Integration from the goal.

FIG. 115 is a schematic of a user interface displaying a confirmation popup containing equally weighted key results for a goal.

FIG. 116 is a schematic of a user interface displaying a confirmation popup containing unequally weight key results for a goal.

FIG. 117 is a schematic of a user interface displaying a confirmation popup containing one key result with a weight, and the option to distribute remaining weights evenly to the other key results.

FIG. 118 is a schematic of a user interface displaying a confirmation popup containing key results after remaining weights have been distributed.

FIG. 120 is a schematic demonstrating how to navigate a user interface to apply custom weights from the goals page.

FIG. 119 is a schematic of a user interface displaying an edit weights modal.

FIG. 121 is a schematic of a user interface displaying a create key result page with the option to select Salesforce Integration to measure progress.

FIG. 122 is a schematic of a user interface displaying a Salesforce connection preview page containing the option to search for a report.

FIG. 123 is a schematic of a user interface displaying a Salesforce connection page containing the option to select a measurement to track progress and set a start and target amount.

FIG. 124 is a schematic demonstrating how to navigate a user interface to create a company goal from the goals page.

FIG. 125 is a schematic demonstrating how to navigate a user interface to create a company goal from the goal creation page.

FIG. 126 is a schematic demonstrating how to navigate a user interface to designate a key result type.

FIG. 127 is a schematic demonstrating how to navigate a user interface to add a key result or objective with cascading goals.

FIG. 128 is a schematic of a user interface displaying the goals update screen.

FIG. 129 is a schematic demonstrating how to navigate a user interface to access group goals from the goals page.

FIG. 130 is a schematic of a user interface displaying the goals explore page with the option to add and remove filters.

FIG. 131 is a schematic of a user interface displaying the goals explore page with the option to filter by group goals.

FIG. 132 is a schematic demonstrating how to navigate a user interface to view a department's goals from the goals page.

FIG. 133 is a schematic demonstrating how to navigate a user interface to view a department's goals from the departments page.

FIG. 134 is a schematic demonstrating how to navigate a user interface to view the company's goals from the goals page.

FIG. 135 is a schematic demonstrating how to navigate a user interface to view the company's goals from the company page.

FIG. 136 is a schematic of a user interface displaying a home page with a reminder to update a goal.

FIG. 137 is a schematic demonstrating how to navigate a user interface to add progress to a goal from the goals page context panel.

FIG. 138 is a schematic demonstrating how to navigate a user interface to add progress to a goal within the goal details page by adding an update in the “Whats New?” field and selecting a status.

FIG. 139 is a schematic demonstrating how to navigate a user interface to add progress to a goal within the goal explore context panel.

FIG. 140 is a schematic demonstrating how to navigate a user interface to add progress to a goal within the goal explore context panel by adding an update in the “Whats New?” field and selecting a status.

FIG. 141 is a schematic demonstrating how to navigate a user interface to edit an objective or key result from the goals page context panel.

FIG. 142 is a schematic demonstrating how to navigate a user interface to make changes to goal fields from the goal explore context panel.

FIG. 143 is a schematic demonstrating how to navigate a user interface to edit an objective from the goals page context panel.

FIG. 144 is a schematic demonstrating how to navigate a user interface to edit an objective from the goal creation page.

FIG. 145 is a schematic of a user interface displaying the goal details page containing support goals.

FIG. 146 is a schematic demonstrating how to navigate a user interface to be taken to the goal creation page from the goal details page.

FIG. 147 is a schematic demonstrating how to navigate a user interface to be taken to the goal editor from the goal details page.

FIG. 148 is a schematic of a user interface displaying the goal editor with a remove button for disconnecting Salesforce.

FIG. 149 is a schematic demonstrating how to navigate a user interface to delete a goal from the goal explore page.

FIG. 150 is a schematic of a user interface displaying a confirmation popup modal for deleting a goal.

FIG. 151 is a schematic demonstrating how to navigate a user interface to be taken to the goal details page from the goal explore context panel.

FIG. 152 is a schematic demonstrating how to delete a goal from the goal details page.

FIG. 153 is a schematic demonstrating how to navigate a user interface to end a goal from the goal explore context panel.

FIG. 154 is a schematic of a user interface displaying a confirmation popup modal for ending a goal.

FIG. 155 is a schematic demonstrating how to navigate a user interface to be taken to the goal details page from the goal explore context panel.

FIG. 156 is a schematic demonstrating how to end a goal from the goal details page.

FIG. 157 is a schematic of an “on track” status for a goal.

FIG. 158 is a schematic of a “progressing” status for a goal.

FIG. 159 is a schematic of an “off track” status for a goal.

FIG. 160 is a schematic of an “on track” goal progress bar.

FIG. 161 is a schematic of a “progressing” goal progress bar.

FIG. 162 is a schematic of an “off track” goal progress bar.

FIG. 163 is a schematic of a user interface displaying a popup page displaying options to end a goal as complete or incomplete.

FIG. 164 is a schematic of a user interface displaying a goal explore page with a goal marked as complete.

FIG. 165 is a schematic of a user interface displaying a goal explore page with a goal marked as incomplete.

FIG. 166 is a schematic demonstrating how to navigate a user interface to filter the goal explore list by status.

FIG. 167 is a schematic demonstrating how to navigate a user interface to reactivate a goal from the goal explore context panel.

FIG. 168 is a schematic demonstrating how to navigate a user interface to be taken to the goal details page from the goal explore context panel.

FIG. 169 is a schematic demonstrating how to navigate a user interface to reactivate a goal from the goal details page.

FIG. 170 is a schematic of a Gmail inbox with the system plugin.

FIG. 171 is a schematic of a Gmail inbox displaying employing goals via the system plugin.

FIG. 172 is a schematic of a user interface displaying a goals update screen with the option to add a goals comment to a supporting goal.

FIG. 173 is a schematic of a user interface displaying a goals update screen with the option to add a goal status update.

FIG. 174 is a schematic of a mobile device user interface displaying an employee's active goals.

FIG. 175 is a schematic of a mobile device user interface displaying an individual goal profile page.

FIG. 176 is a schematic of an icon representing a public objective.

FIG. 177 is a schematic of an icon representing a completed public objective.

FIG. 178 is a schematic of an icon representing an incomplete public objective.

FIG. 179 is a schematic of an icon representing a private objective.

FIG. 180 is a schematic of an icon representing a completed private objective.

FIG. 181 is a schematic of an icon representing an incomplete private objective.

FIG. 182 is a schematic of an icon representing a public key result.

FIG. 183 is a schematic of an icon representing a completed public key result.

FIG. 184 is a schematic of an icon representing an incomplete public key result.

FIG. 185 is a schematic of an icon representing a private key result.

FIG. 186 is a schematic of an icon representing a completed private key result.

FIG. 187 is a schematic of an icon representing an incomplete private key result.

FIG. 188 is a schematic demonstrating how to navigate a user interface to enter the goals page from the discovery navigation bar.

FIG. 189 is a schematic of a user interface displaying the explore page and its main features.

FIG. 190 is a schematic of a user interface displaying an individual goal in the goal explore context panel.

FIG. 191 is a schematic of a user interface displaying a goals detail page containing an audit log.

FIG. 192 is a schematic demonstrating how to navigate a user interface to enter cascade view in the goal explore page.

FIG. 193 is a schematic demonstrating how to navigate a user interface to expand a goal's structure when tree view is enabled in the goal explore page.

FIG. 194 is a schematic demonstrating how to navigate a user interface to create a saved view in the goal explore page.

FIG. 195 is a schematic of a user interface displaying a popup modal with the option to name a saved view.

FIG. 196 is a schematic demonstrating how to navigate a user interface to access saved views in the goal explore page.

FIG. 197 is a schematic demonstrating how to navigate a user interface to edit a saved view from the goal explore page.

FIG. 198 is a schematic of a user interface displaying a popup modal with the option to rename or delete a saved view.

FIG. 199 is a schematic demonstrating how to navigate a user interface to view a goals detail page from the goal explore context panel.

FIG. 200 is a schematic of a user interface displaying a goals detail page containing an audit log.

FIG. 201 is a schematic of a user interface displaying a notification center.

FIG. 202 is a schematic of an email notification stating that a comment was posted on a goal.

FIG. 203 is a schematic of a Slack notification stating that a comment was posted on a goal.

FIG. 204 is a schematic of an email notification stating that someone liked an update made to a goal.

FIG. 205 is a schematic of a Slack notification stating that someone liked an update made to a goal.

FIG. 206 is a schematic of an email notification stating that a goal co-owner posted an update on a goal.

FIG. 207 is a schematic of a Slack notification stating that a goal co-owner posted an update on a goal.

FIG. 208 is a schematic of an email notification stating that an employee has been added as an owner of a goal.

FIG. 209 is a schematic of an email notification stating that an employee needs to update goals.

FIG. 210 is a schematic of a Slack notification stating that an employee needs to update goals.

FIG. 211 is a schematic of a goal digest email.

FIG. 212 is a schematic of a user interface displaying a home page containing a list of tasks to complete.

FIG. 213 is a schematic of a user interface displaying a goal details page.

FIG. 214 is a schematic of a user interface displaying a home page containing a list of tasks to complete for a goal cycle.

FIG. 215 is a schematic of a user interface displaying a create new goals page.

FIG. 216 is a schematic of a goal digest email.

FIG. 217 is a schematic demonstrating how to navigate a user interface to enable or disable goal digest from the discovery navigation bar.

FIG. 218 is a schematic demonstrating how to navigate a user interface to disable the Goals Slack notifications for the individual.

FIG. 219 is a schematic demonstrating how to navigate a user interface to disable individual Goals Slack notifications for the company.

FIG. 220 is a schematic demonstrating how to navigate a user interface to disable goals feed Slack notifications.

FIG. 221 is a flow chart displaying permissions for various entities.

FIG. 222 is a schematic of a user interface displaying a company page.

FIG. 223 is a schematic of a user interface displaying an all departments page.

FIG. 224 is a schematic of a user interface displaying a my department page.

FIG. 225 is a schematic of a user interface displaying the navigation component of a goals overview page.

FIG. 226 is a schematic of a user interface displaying a header component of a my department page.

FIG. 227 is a schematic of a user interface displaying a header component of an all departments page.

FIG. 228 is a schematic of a user interface displaying a header component of a company page.

FIG. 229 is a schematic of a user interface displaying a drop-down component of an all departments page.

FIG. 230 is a schematic of a user interface displaying a drop-down component of a company page.

FIG. 231 is a schematic of a user interface displaying drop-down components for creating a goal.

FIG. 232 is a schematic of a user interface displaying insights on the progress of goals.

FIG. 233 is a schematic of a user interface displaying insights on a company's goals.

FIG. 234 is a schematic of a user interface displaying time insights.

FIG. 235 is a schematic of a user interface displaying time insights.

FIG. 236 is a schematic of a user interface displaying an explore goals page.

FIG. 237 is a schematic of a user interface displaying progress for various goals.

FIG. 238 is a schematic of a user interface displaying information for various goals.

FIG. 239 is a schematic of a user interface displaying an employee's goals page.

FIG. 240 is a schematic of a user interface displaying a list of an employee's goals.

FIG. 241 is a schematic of a portion of a user interface indicating unread notifications for my goals.

FIG. 242 is a schematic of a portion of a user interface displaying unread notifications for goals which need to be updated.

FIG. 243 is a schematic of a portion of a user interface displaying the discovery navigation bar.

FIG. 244 is a schematic of a portion of a user interface displaying a goal explore page header.

FIG. 245 is a schematic of a portion of a user interface displaying an update goals notification.

FIG. 246 is a schematic of a portion of a user interface displaying a my goals page header.

FIG. 247 is a schematic of a portion of the user interface displaying a matrix of a goal and supporting key results.

FIG. 248 is a schematic of a user interface displaying a list of goals and supporting key results.

FIG. 249 is a schematic of a user interface displaying a my goals page.

FIG. 250 is a schematic of a user interface displaying the compensation settings page.

FIG. 251 is a schematic of a user interface displaying a page for uploading an employee's CSV.

FIG. 252 is a schematic demonstrating how to navigate a user interface to create a new compensation band.

FIG. 253 is a schematic of a user interface displaying required fields for the creation of a new compensation band.

FIG. 254 is a schematic demonstrating how to navigate a user interface to bulk upload compensation bands from the compensation bands page.

FIG. 255 is a schematic demonstrating how to navigate a user interface to bulk upload compensation bands from the compensation settings page.

FIG. 256 is a matrix containing an example compensation band CSV.

FIG. 257 is a schematic of a user interface displaying a compensation bands page with the option to assign employees to the bands.

FIG. 258 is a schematic of a user interface displaying a compensation settings page with the option to upload a CSV for employees assigned to bands.

FIG. 259 is a schematic demonstrating how to navigate a user interface to remove an employee from a compensation band from within the compensation bands page.

FIG. 260 is a schematic demonstrating how to navigate a user interface to share compensation bands with a manager from the compensation bands page.

FIG. 261 is a schematic of a user interface displaying a share modal to indicate which employee's compensation bands should be shared with a manager.

FIG. 262 is a schematic of a user interface displaying compensation bands for a team.

FIG. 263 is a table displaying the admin roles and their levels of access to compensation data and functionality.

FIG. 264 is a schematic of a user interface displaying a setup page for creating a compensation cycle.

FIG. 265 is a schematic of a user interface displaying a rules and ratings page for creating a compensation cycle.

FIG. 266 is a schematic of a user interface displaying a participants page for creating a compensation cycle.

FIG. 267 is a schematic of a user interface displaying a promotion nomination modal for indicating promotions in a compensation cycle.

FIG. 268 is a schematic demonstration how to navigate a user interface to upload a CSV from within the participants page.

FIG. 269 is a schematic of a user interface displaying a data check page for creating a compensation cycle.

FIG. 270 is a schematic of a user interface displaying a roles table for creating a compensation cycle.

FIG. 271 is a schematic of a user interface displaying a budget page for creating a compensation cycle.

FIG. 272 is a projected distribution chart showing a budget breakdown.

FIG. 273 is a schematic of a user interface displaying a distribute page for creating a compensation cycle.

FIG. 274 is a schematic of a user interface displaying a verify page for creating a compensation cycle.

FIG. 275 is a schematic of a user interface displaying compensation statistics.

FIG. 276 is a schematic of a user interface displaying a portion of an employee card.

FIG. 277 is a schematic of example pay bands from an employee card.

FIG. 278 is a schematic of a user interface displaying a raise recommendation section from an employee card.

FIG. 279 is a schematic of a user interface displaying the footer section from an employee card.

FIG. 280 is a schematic of a user interface displaying a popup modal for adding an explanation to a recommendation in an employee's card.

FIG. 281 is a schematic of a user interface displaying the my direct reports section from an employee card.

FIG. 282 is a schematic of a user interface displaying the my organization section from an employee card.

FIG. 283 is a schematic of a user interface displaying a confirmation page for reviewing compensation adjustments.

FIG. 284 is a schematic of a user interface displaying a notifications settings page with the option to send compensation notifications through Slack, Microsoft Teams, or email.

FIG. 285 is a schematic of a notification requesting a user to customize a launch message to compensation cycle participating managers.

FIG. 286 is a schematic of a notification that the results of a compensation cycle are available for review.

FIG. 287 is a schematic demonstrating how to navigate a user interface to add admins to a compensation cycle.

FIG. 288 is a schematic demonstrating how to navigate a user interface to adjust the status of participants in a compensation cycle.

FIG. 289 is a schematic of a user interface displaying a budget distribution chart from a budget page.

FIG. 290 is a schematic of a user interface displaying a budget page for an active compensation cycle.

FIG. 291 is a schematic of a user interface displaying the all compensation changes tab for a compensation cycle page.

FIG. 292 is a schematic of example pay bands from an employee card.

FIG. 293 is a schematic demonstrating how to navigate a user interface to group a compensation table by manager or none.

FIG. 294 is a schematic of a user interface displaying a portion of a compensation table where notes may be added regarding a change in an employee's compensation.

FIG. 295 is a schematic demonstrating how to navigate a user interface to end a compensation cycle.

FIG. 296 is a schematic demonstrating how to navigate a user interface to share the results of a compensation cycle.

FIG. 297 is a schematic of a user interface displaying a task on the home page indicating that compensation cycle results have been shared.

FIG. 298 is a schematic of a user interface displaying a matrix of compensation cycle results.

FIG. 299 is a block diagram illustrating a mobile device 29900, according to an example embodiment.

FIG. 300 is a block diagram of an example computer system 30000 on which methodologies and operations described herein may be executed, in accordance with an example embodiment.

DETAILED DESCRIPTION

In the following description, for purposes of explanation, numerous specific details are set forth in order to provide an understanding of various embodiments of the present subject matter. It will be evident, however, to those skilled in the art that various embodiments may be practiced without these specific details.

Even after deploying various tools, such as one or more HR systems, organizations may have difficulty effectively using the data items contained in these systems effectively. For example, an organization may be unable to use the HR systems (or have difficulty using the HR systems) to link data items pertaining to or representing the organization's strategic priorities to data items pertaining to or representing each employee. Without being able to use its tools efficiently to link such data items, it may be difficult for an organization to align its employees around the organization's strategic priorities. Similarly, and it may be difficult for the organization to recognize and/or equitably reward employees for their work, especially as it relates to the organization's strategic priorities.

It can be a difficult technical problem to determine how to connect data items related to work and/or goals of employees to data items pertaining to the broader business strategy of an organization, such that an organization can, for example, optimally celebrate and reward employees for their efforts.

The system described herein enables administrators (e.g., business leaders within an organization) to, using advanced data management tools, align their employees around their company's strategic priorities and activate every employee to execute against them. In example embodiments, the system helps an organization bridge one or more gaps between people operations and business operations through management of data items that represent or define Objectives and Key Results (OKRs) of an organization and the interlinking of such OKR data items with other data items, such as those representing goals of an employee.

In example embodiments, the system may be configured to be integrated with external systems, such as Jira and Salesforce, such that goals and OKRs are synchronized across the organization's systems and the organization's progress measurement and reporting stays up to date in real time without the need for manual updating.

In example embodiments, the system may provide one or more interactive graphical user interfaces (GUIs), such as Actionable Goals Home and Explore pages, that may provide frictionless goal setting, measurement, tracking, and achievements on an elevated surface with seamless actions right in a sidebar.

In example embodiments, the system may provide advanced controls for operationalizing goals. For example, the system may enable a streamlined goal-setting process that runs on the organization's schedule using Goal Cycles. With automated time periods, the system may build Goal Cycles automatically and move from one to the next automatically. And with Weighted Goals, the system can accurately reflect and measure the organization's priorities by importance across the entire organization.

In example embodiments, the system may provide reporting power tools for users. Users may be assigned one more roles or personas, such as administrator, chief of staff, employee, manager, manager of manager (“MoM”), executive, executive assistance, operations leader, department head, business leader, people manager, data consumer, and so on. Each user and/or role assigned to the user may be associated with different access rights. For example, reporting dashboards may be accessible to managers or business leaders to report on goal status and identify where they can take action to keep the company on track.

In addition to helping employees align their work success with business success, the system provides various tools to help those employees feel recognized for that success. In example embodiments, various tools are provided for recognizing and celebrating individuals for their work, which, in turn, may lead to increased satisfaction and/or productivity and decreased turnover. Recognition may come in many forms, such as public praise or awards, increased responsibility and, of course, compensation. But employees may not just be looking out for themselves; they may also want to know their colleagues and friends are also being rewarded for their work.

In example embodiments, the system facilitates development of compensation strategies that provide flexibility to attract and reward top performers while including checks and guidance that ensure compensation practices are equitable and aren't perpetuating bias.

In example embodiments, the system provides tools that support compensation decision-making and communication. For example, the tools may help to streamline the compensation process, integrate with performance data, and provide insight into pay trends across the company. Users, such as members of one or more HR teams, may manage their compensation review process in a centralized, secure hub and seamlessly integrate an employee's performance information into the decision-making process. Other users, such as managers and company leaders, may be given more insight into individual and team-wide pay trends as well as more context to navigate salary conversations with direct reports. Additionally, employees may be able to view their own compensation information directly.

In example embodiments, technical solutions for aligning employee goals with company objectives and streamlining compensation review workflows are described. For example, the described system provides a number of unconventional technical solutions that go beyond generic computer implementation. The system includes specialized interfaces and workflows for creating and tracking goals that are specifically designed for smaller mobile screens. For example, the “Goals Explore” interface allows mobile users to quickly update or edit goals using sidebars and context panels, avoiding the need to navigate through complex menus.

The system also enables integration with third-party systems using tailored APIs and protocols to synchronize goal data. For instance, one or more external system APIs (e.g., SalesForce API and/or Jira API) automatically updates progress on synced goals when a change occurs in Salesforce, without needing manual duplication of efforts and/or integrate issue tracking with goals to automatically update goal progress as issues are opened/closed in the external systems.

To link goals data in the backend, the system may utilize an unconventional mapping table structure to store associations between employee goal IDs and company objective IDs. This allows progress to cascade between linked goals while maintaining data integrity. The system may also implement artificial intelligence to recommend goal alignments using machine learning trained on historical goals data.

The specialized interfaces also provide tailored goal insights, such as contextual sidebars with quick actions based on goal type and permissions. The system generates overview analytics tailored to different user roles, surfacing key progress indicators on executive and department leader dashboards.

For compensation management, the system includes technical improvements such as seamless integration with third-party HR systems using APIs to centralize compensation data. The system provides a specialized compensation interface allowing administrators to adjust proposed compensation changes across the organization while instantly viewing projected effects on the budget.

The system may leverage AI to analyze compensation trends, identifying discrepancies across protected classes to enable equitable pay practices. The interface displays context-specific insights into pay equity during compensation decisions. The system also technically integrates performance data into compensation workflows, linking ratings to pay guidance.

The compensation module streamlines approval workflows, implementing role-based permissions for managers to review proposed changes. The system facilitates compensation communication through automated report generation tailored to different user roles.

The specialized interfaces, integrations, data structures, and/or AI implementations provide a technical solution that goes beyond generic computer hardware and improves upon prior conventional systems.

A method of generating customizable goal representation is disclosed. A request from a user to view a goal representation is received. A flexible goal ontology is accessed. The flexible goal ontology comprises one or more goal entities, one or more goal relationships between the goal entities, and one goal properties, the one or more goal properties including one or more metadata attributes relating to the one or more goal entities. A set of mapping rules is obtained. The set of mapping rules defines mappings between one or more goals based on the one or more properties and the one or more relationships in the goal ontology. The set of mapping rules is evaluated to dynamically assemble a customized goal representation tailored to the user. The customized goal representation is incrementally updated based on a revaluation of the mapping rules affected by changes to the one or more goal entities, the one or more goal relationships, and the one or more properties. The customized goal representation is transmitted to a client device associated with the user for graphical rendering based on a context of the user.

A method of implementing administrative services for a compensation platform is disclosed. One or more interactive compensation representation views are generated based on an evaluation of mapping rules against a flexible ontology and current data state, the flexible ontology comprising customizable compensation components, relationships, and properties. One or more compensation representation views are dynamically updated in real-time in response to changes in compensation data, user context, or access permissions without requiring manual regeneration of the one or more compensation representations. The one or more interactive compensation representation views include a user interface element displayed in response to a user selection of compensation data, wherein the user interface element provides direct access to compensation information relevant to the selected compensation data without requiring a change to another screen or another user context.

In example embodiments, the system provides a specialized compensation interface allowing administrators to adjust proposed compensation changes across the organization while instantly viewing projected effects on the budget. The interface displays context-specific insights into pay equity during compensation decisions. The system also technically integrates performance data into compensation workflows, linking ratings to pay guidance.

In example embodiments, the compensation module streamlines approval workflows, implementing role-based permissions for managers to review proposed changes. The system facilitates compensation communication through automated report generation tailored to different user roles.

In example embodiments, the system allows modeling compensation with a flexible ontology to capture semantics and terminology specific to the organization. Compensation is modeled using an extensible ontology allowing organizations to define custom compensation components, relationships, formulas, and semantics. For example, complex equity award types can be represented. This exceeds hardcoded compensation element definitions.

In example embodiments, hierarchical compensation data views like bands and grades are generated on demand by evaluating declarative mapping rules against the flexible compensation model. This allows dynamically materializing tailored compensation hierarchies.

In example embodiments, compensation actions are logged in an immutable audit trail with user context and explanatory notes. Audit reports provide transparency into compensation decisions, answering questions like why an employee's pay changed. This exceeds basic change logging.

In example embodiments, managers can provide contextual notes explaining the rationale behind compensation actions which are persisted for review and auditing. Rationale helps identify potential biases and ensures equitable pay. Conventional systems lack contextual explainability.

In example embodiments, the system enables defining fine-grained access policies for compensation data and actions based on parameters like user attributes, compensation properties, and organization hierarchies. For example, manager compensation visibility can be limited. This facilitates access control precision exceeding coarse role-based access.

In example embodiments, incremental compensation data changes are captured from upstream systems and propagated bidirectionally using change data capture and messaging for real-time synchronization. This delivers timelier update propagation compared to bulk data transfers.

In example embodiments, analyzing access patterns allows detecting compensation policy violations to trigger reviews. For example, managers accessing subordinate pay outside review cycles may be flagged. This enables real-time compliance monitoring rather than periodic audits.

In example embodiments, compensation dashboards are embedded directly into the interactive interfaces providing intuitive visibility into pay trends and outliers. This brings insights to managers rather than requiring accessing separate analytics systems.

FIG. 1 is a network diagram depicting a system 100 within which various example embodiments may be deployed.

A networked system 102, in the example form of a cloud computing service, such as Microsoft Azure or other cloud service, provides server-side functionality, via a network 104 (e.g., the Internet or Wide Area Network (WAN)) to one or more endpoints (e.g., client machines 110). The networked system 102 is also referred to herein as “Lattice,” the “system,” or the “platform.” FIG. 1 illustrates client application(s) 112 on the client machines 110. Examples of client application(s) 112 may include a web browser application, such as the Internet Explorer browser developed by Microsoft Corporation of Redmond, Washington, or other applications supported by an operating system of the device, such as applications supported by Windows, iOS or Android operating systems. Examples of such applications include e-mail client applications executing natively on the device, such as an Apple Mail client application executing on an iOS device, a Microsoft Outlook client application executing on a Microsoft Windows device, or a Gmail client application executing on an Android device. Examples of other such applications may include calendar applications and file sharing applications. Each of the client application(s) 112 may include a software application module (e.g., a plug-in, add-in, or macro) that adds a specific service or feature to the application.

An API server 114 and a web server 116 are coupled to, and provide programmatic and web interfaces respectively to, one or more software services, which may be hosted on a software-as-a-service (SaaS) layer or platform 105. The SaaS platform 105 may be part of a service-oriented architecture, being stacked upon a platform-as-a-service (PaaS) layer 106 which, may be, in turn, stacked upon a infrastructure-as-a-service (IaaS) layer 108 (e.g., in accordance with standards defined by the National Institute of Standards and Technology (NIST)).

While the service(s) 120 are shown in FIG. 1 to form part of the networked system 102, in alternative embodiments, the service(s) 120 may form part of a service that is separate and distinct from the networked system 102.

Further, while the system 100 shown in FIG. 1 employs a cloud-based architecture, various embodiments are, of course, not limited to such an architecture, and could equally well find application in a client-server, distributed, or peer-to-peer system, for example. The various service(s) 120 (e.g., server applications) could also be implemented as standalone software programs. Additionally, although FIG. 1 depicts machines 110 as being coupled to a single networked system 102, it will be readily apparent to one skilled in the art that client machines 110, as well as client applications 112, may be coupled to multiple networked systems, such as payment applications associated with multiple payment processors or acquiring banks (e.g., PayPal, Visa, MasterCard, and American Express).

Web applications executing on the client machine(s) 110 may access the various service(s) 120 via the web interface supported by the web server 116. Similarly, native applications executing on the client machine(s) 110 may accesses the various services and functions provided by the service(s) 120 via the programmatic interface provided by the API server 114. For example, the third-party applications may, utilizing information retrieved from the networked system 102, support one or more features or functions on a website hosted by the third party. The third-party website may, for example, provide one or more promotional, marketplace or payment functions that are integrated into or supported by relevant applications of the networked system 102.

The service(s) 120 may be hosted on dedicated or shared server machines (not shown) that are communicatively coupled to enable communications between server machines. The service(s) 120 themselves are communicatively coupled (e.g., via appropriate interfaces) to each other and to various data sources, so as to allow information to be passed between the service(s) 120 and so as to allow the service(s) 120 to share and access common data. The service(s) 120 may furthermore access one or more databases 126 via the database servers 124. In example embodiments, various data items are stored in the database(s) 126, such as data 128, including goals data items and/or compensation data items described herein. In example embodiments, the data 128 includes one or more data items or metadata items that are viewable and/or editable via one or more user interfaces described herein. The data 128 may include data items that are interrelated, connected, or interlinked, to, for example, provide connections between goals (and/or performances) of employees and objective of an organization, as described in more detail herein.

Navigation of the networked system 102 may be facilitated by one or more navigation applications. For example, a search application (as an example of a navigation application) may enable keyword searches of data items included in the one or more database(s) 126 associated with the networked system 102. Various other navigation applications may be provided to supplement the search and browsing applications.

FIG. 2 is a block diagram illustrating example modules of the service(s) 120.

A goals module 202 is configured to provide users with access to goals services, including services for setting goals, integrating goals with external systems (e.g., Salesforce, Slack, and/or Microsoft Teams), acting on goal progress data in real time to keep an organization on track against key objectives, and/or increase employee engagement by connecting success of employees to success of the organization, as described in more detail herein.

A compensation module 204 is configured to provide users with access to compensation services, including streamlining setup, launch, and tracking workflows to seamlessly include performance data in a compensation review process in a secure, centralized hub; connecting performance and compensation, including creating compensation guidelines and performance ratings, compensation ratios, and so on, to empower clarity and consistency across an organization; making compensation decisions more transparent and equitable by helping users provide context about specific recommendations and actions; and providing more transparency for users by closing out compensation reviewing, sharing outcomes with managers in just a few clicks, and generating compensation communications so that everyone can understand exactly how their compensation package is changing, as described in more detail herein.

A connection module 206 is configured to connect, link, or interrelate data items pertaining to goals of employees of an organization with data items pertaining to objectives of the organization, as described in more detail herein.

An automation module 208 is configured to automate various tasks, such as, for example, adding progress to objectives, creating goal cycles based on cadence and/or time periods, updating progresses (e.g., based on third-party system integrations), assigning group owners, calculating progresses from key results, automatically inputting recommendations, automatically updating user interfaces in real time, and so on, as described herein. In example embodiments, some automation may be used in machine learning. For example, a machine-learning model may be trained to output a value (e.g., a time period, cadence, and so on) that optimizes the performance of the organization with respect to one or more objectives. The inputs to the machine-learning model may include one or more relevant data items (e.g., from data 128). The machine-learning model may then be applied to generate the value based on novel input data.

A dynamic graphical user interface (GUI) module 210 is configured to provide one or more specialized graphical user interfaces, as described herein, to, for example, allow users to manage and/or link data pertaining to goals, compensation, and/or OKRs. In example embodiments, the one or more specialized user interfaces and/or elements included in the one or more specialized user interfaces, and/or combinations thereof, are asserted to be unconventional. Additionally, the one or more specialized user interfaces described include one or more features that specially adapt the one or more specialized user interfaces for devices with small screens, such as mobile phones or other mobile devices.

The system includes goals services and/or tools configured to make it easy for employees to track their personal and professional objectives and link them to other company and department initiatives. Using the goals services allows users (e.g., including admins) to easily track the goals within their organization and helps other users (e.g., including managers) track their teams' progress.

By setting goals, employees can better understand how they make an impact on the company and their career. They can also work closely with their managers to better figure out their strengths and weaknesses and objectives they should focus on.

In example embodiments, employees can create individual and group goals, not department or company goals; department heads can create department goals; and admins can create individual, group, department, and company goals.

FIG. 3 is a schematic of a user interface depicting a company goal type.

FIG. 4 is a schematic of a user interface depicting a department goal type.

FIG. 5 is a schematic of a user interface depicting a group goal type.

Employees will be able to see all public department and company goals by navigating to the Goals Homepage>Company goals in a user interface for the goals services.

Employees may be able to see other employees' public goals by going to their profile pages or in a Goal Explore section user interface, which may be within an all-saved-view section of the user interface.

Managers and/or managers of managers may be able to see all of their reports' goals regardless of whether they're private. Private goals may only be seen by the individual, their manager, manager of managers, and/or admins.

In example embodiments, goal creators are always able to see the goal whether or not they are the goal owner, admin, or manager.

Admins may be able to see all individual, company, and department goals regardless of being private or public.

Employees can be reviewed based on their goal performance by bringing active or ended goals into a review template.

In example embodiments, goals will only live on an employee's goals page in “Individual” when they are the goal's owner.

FIG. 6 is a schematic demonstrating how to navigate a user interface to choose a department for and change the owner of a goal.

Anyone who creates a goal can add owners to the goal or change the owner of the goal. For example, if an admin wants to create a department goal for a manager or an employee, they can do so by following the example steps below.

- Creating the goal.
- Choosing the department and changing the owner.
- Then, the goal will live on the new owner's goals page in “Individual”.

FIG. 7 is a schematic of a user interface displaying the “Individual” section of an owner's Goals page.

Who Can Edit or Delete Goals?

Only Admins can edit and delete all goals. Employees can edit or delete goals that they own. Managers can edit or delete direct reports' goals. Managers of managers can edit or delete indirect reports' goals. Goal creators can edit or delete goals they've made even if they don't own them.

Who Can Update a Goal?

Anyone can update a public goal that they're an owner of. Only employees who have viewing access to private goals can update them (if they are the owner, manager of owner+their managers, or admin).

Complete an Ended Goal

The end date of a goal is when the goal is marked “complete.” In example embodiments, goals will not auto-complete; this leaves room to exceed the goal target.

Using Goal Tags

Goal tags may be used to organize goals around major initiatives.

For example, suppose a company is expanding into Europe (which can be very cross-functional). In that case, admins can create a tag titled ‘European-expansion.’ When an employee creates a related goal, they can apply this tag. Those with visibility access to those goals will be able to filter goals by tags.

Using Goal Priorities

FIG. 8 is a schematic of a user interface displaying a drop-down menu containing levels of importance for sorting goals.

Goals can be sorted by assigning a level of importance to them under a “Priority” checkbox. This label allows the goals to be listed in order of priority when viewed on a Profile page.

Filtering Goals

FIG. 9 is a schematic demonstration how to navigate a user interface to filter goals by type.

Goals can be filtered within the Goals page, which, for example, can be accessed by clicking a goals icon on a discovery navigation pane on the left-hand side of the user interface. Goals can be filtered by different attributes such as type, priority, status, tags, visibility, and owners.

Exporting Goals

Users can export goals from a Goals Explore page, which may provide a list of public and private goals (that the users have access to) with the following fields:

- 1. ID.
- 2. OKR type.
- 3. Goal name.
- 4. Goal cycle.
- 5. Goal type.
- 6. Department.
- 7. Owners
- 8. Created at (UTC).
- 9. Parent ID.
- 10. Parent goal.
- 11. Priority.
- 12. Tags.
- 13. Description.
- 14. Status.
- 15. State.
- 16. Starting amount.
- 17. Progress amount.
- 18. Goal amount.
- 19. Start date.
- 20. Due date.
- 21. Last updated.
- 22. Whether the goal is private or public.
- 23. Supporting goal IDs.
- 24. Support goals.
- 25. Employee ID.
- 26. Employee email.

Users can create goals following the OKR format. When creating an OKR:

- Objectives are considered qualitative goals and will inherit the progress of their quantitative child/supporting goals.
- Key results are considered quantitative goals and will roll up progress to their objectives.
- Binary key results are considered quantitative and will inherit the progress of their child/supporting goals.

Weighing Key Results Equally

FIG. 10 is a schematic of a user interface displaying equally weighted key results of an objective.

Each key result may be equally weighted. For example, if there are three key results, each one may be worth 33% of the total objective.

As shown in FIG. 10, if we create our objective, the three different key results roll up to this goal.

- 1. Dollar KR 1 with an end goal of $300.
- 2. Dollar KR 2 with an end goal of $500
- 3. Dollar KR 3 with an end goal of $1000.

Let's say we update “Dollar KR 1” to be fully achieved. Below, we can see that Dollar KR 2 and Dollar KR 3 are still at 0% completed, and Dollar KR 1 is 100% completed.

The overall objective is now 33% complete since each key result is worth one-third of the total.

Weighing Key Results Unequally

FIG. 11 is a schematic of a user interface displaying unequally weighted key results of an objective.

Sometimes there may be key results or child objectives that should not be weighted equally, causing the percentage calculated for the overall objective to appear incorrect. This can be solved by setting the objective to something other than binary and manually updating it.

In the example above, we may not want to view the goal as 33.33% complete since the key results should not have equal weight in the overall objective.

FIG. 12 is a schematic of a user interface displaying unequally weighted key results of an objective and indicating that the key result is weighted at 0%.

To set this up, set custom weighted goals. Here is an example procedure for doing so:

- 1. Select Goals on the discovery navigation.
- 2. Find and click on the goal to edit to open the context panel.
- 3. Select Edit weights.
- 4. The exact editing weights modal shown above will appear. Here, users can make edits and Save.

In this example, we have set the Dollar KR1 key result weight to be 0%, while keeping Dollar KR2 and Dollar KR3 at 50% each. When we update our Dollar KR 1 to be 100, the overall objective doesn't progress. This is because the key result is weighted at 0%.

Cascading Goals

FIG. 13 is a schematic of a user interface displaying cascading goals with one key result.

Cascading goals, if enabled, allows users to align child objectives to parent objectives. In these cases, the progress will work as follows: Example 1: Objective 1>Objective 2>Key result 1.

- Key results automatically add progress to objectives.
- Key result 1 (Eng KR 1) will flow into Objective 2 (Dept Eng Obj).
- Objective 2 (Dept Eng Obj) will flow into Objective 1 (Company Obj 1).

FIG. 14 is a schematic of a user interface displaying cascading goals with two key results.

Example 2: Objective 1>Objective 2>Key result 1>Key result 2.

- The parent key result needs to be set to binary to accept the flow of the child key result, therefore, Key result 1 (Eng KR1) will need to be set to binary.
- Key result 2 (Eng Sub KR) will flow to Key result 1 (Eng KR1) if Key result 1 is binary.
- Key results automatically add progress to objectives.
- Key result 1 (Eng KR1) will flow into Objective 2 (Dept Eng Obj).
- Objective 2 (Dept Eng Obj) will flow into Objective 1 (Company Obj 1)

In example embodiments, there are four goal types: company, group, department, and individual.

- 1. Company goals can be created by admins or individuals with a goals global permission custom role.
- 2. Department goals can be created by department heads as well as admins.
- 3. Group goals can be created by all users regardless of their group affiliation. Note: an admin must create at least one group for the ability to create group goals to be available.
- 4. Individual goals can be created by any employee in the system.

What is the Difference Between Cascading and Non-Cascading Goals?

FIG. 15 is a table illustrating the main differences between cascading and non-cascading goals.

Cascading goals create strict alignment by establishing a set of overall organizational goals that flow down; this ideally ensures that every team and individual works towards one set of objectives. Non-cascading goals are simply the opposite! There is no clear alignment between the organizational goals and the individual employee goals. Goals are more focused on individually-specified objectives and key results, which will often not directly align with the organizational goals.

Non-Cascading Goals

Users will know when Cascading Goals is turned OFF because all goals will format by a list view. Objectives will not and cannot align with other objectives. Key results can be aligned to their parent objective up to one level.

Non-Cascading Goal Example:

- Objective Make Degree an International Company.
  - Key Result 1: Open a Degree Location in Dubai.
  - Key Result 2. Hire 10 Sales employees.

If Cascading Goals is turned OFF, users will notice that their Explore page will include a list of objectives or key results aligned to key results.

The non-cascading goals page will include a list view and a cascade view.

FIG. 16 is a schematic demonstrating how to navigate a user interface to display a non-cascading goals page in list view or cascade view.

FIG. 17 is a schematic of a user interface displaying non-cascading goals in list view.

In the List view, notice objectives and key results are not aligned to any other objective.

FIG. 18 is a schematic of a user interface displaying non-cascading goals in cascade view.

In the Cascade view, objectives show alignment with their key results. When expanding a parent objective, employees will only have the option to add a key result, but not an objective.

Create a Goal with Non-Cascading Goals

FIG. 19 is a schematic of a user interface displaying a Goal Creation page when goals are non-cascading.

When employees create their objectives or key results and goals are non-cascading, their Goal Creation page will look as follows. Here, the employee's goal is only for their one individual goal and does not indicate any connection to any other goals.

There is no option to align to a parent goal when creating a goal. However, users will be able to create key results from this page.

Reporting with Non-Cascading Goals

FIG. 20 is a schematic of a user interface displaying goal reporting with cascading goals turned off.

For reporting with Cascading Goals turned OFF, the goals may be reported individually. There is no reporting based on alignment.

Cascading Goals

Users will know they have Cascading Goals turned ON when all objectives and key results have the ability to align with other goals.

The Goal Explore Page with Cascading Goals

If Cascading Goals is turned ON, users will notice that their Explore page will include a list of child objectives and key results aligned to parent objectives.

Cascading Goal Example:

- Parent Objective: Make Degree an International Company.
  - Child Objective: Open a Degree Location in Dubai.
    - Key Result 1: Find an office space.
    - Key Result 2: Hire 10 Sales employees.

FIG. 21 is a schematic demonstrating how to navigate a user interface to display cascading goals in a list view, cascade view, or tree view.

The Cascading Goals page will include:

- A list view.
- A cascade view.
- A tree view.

FIG. 22 is a schematic of a user interface displaying multiple cascading goals in cascade view.

Users will know they have Cascading Goals ON when users have the ability to view goals in Cascade view format; the view will look as depicted in FIG. 22. The Cascade view format allows users to visually see what goals are aligned to one another and can align to 2+ levels.

FIG. 23 is a schematic of a user interface displaying cascading goals in tree view.

Users also have the ability to align goals in a tree view format. The tree view format allows users to visually connect the goals together. Below is an example of aligned goals in a tree view format.

Create a Goal with Cascading Goals

FIG. 24 is a schematic of a user interface displaying a Goal Creation page when goals are cascading.

When employees are creating their goals and goals are cascading, their Goal Creation page may look as depicted in FIG. 24. Users will notice the option Align to a parent goal appears under Details, allowing the goal the employee is creating to align under a parent goal. Users may also be able to add supporting objectives when creating a goal.

Reporting with Cascading Goals

FIG. 25 is a schematic of a user interface displaying goal reporting with cascading goals turned on.

For reporting with Cascading Goals turned ON, users can view which goals are aligned to the company goals.

With Cascading Goals turned ON, all child objectives and key results are counted with the overall parent goals. Please also note the number of goals will reflect the same way in the report view.

Goals for Administrators

The system provides a goal settings setup walkthrough (e.g., for admins accessing the goals tool for the first time). The guide will walk through customization and launch settings to ensure the rollout is a success.

The goal settings setup may be required for all admins; however, it may only happen once. Even after launch, the settings may be editable within a goals settings page accessible by admins.

Your Org

FIG. 26 is a schematic of a user interface displaying the Your Org page from the goal settings setup walkthrough.

The following are the initial steps for setting up goal settings:

- 1. Select the fiscal year start month to assist in creating the goal cycles.
- 2. Select whether the company has done goal setting in the past.
  - If yes, select whether the goals were done using docs, spreadsheets, or another software tool, and how effective the process has been.
  - If no, select how important goal setting will be as part of the people program when rolling out the system.

Activation Page

FIG. 27 is a schematic of a user interface displaying the Activation page from the goal settings setup walkthrough.

Choose who users want to roll goals out to.

- Pilot to a select group: This is recommended if users have not rolled out goals before to their organization. Piloting allows users to gather feedback on the process and iterate before enabling to their full org. If chosen, the system may prompt users to select an attribute that contains the group they wish to enable goals for
- Everyone at once: This is recommended if users have rolled out goals to the company before. Enabling for everyone at once allows users to publish company and department-level objectives to drive better transparency and alignment in the company. Note: employees are not required to create a goal once goals is enabled.
- Hold off on launching: This is recommended if users do not have a launch plan in place for rolling out goals to their org and want more time to create a process before enabling it to the rest of their org. If chosen, users will still be required to finish the setup process. Note: users can adjust their choices after finishing the setup.

Cadence Page

FIG. 28 is a schematic of a user interface displaying the Cadence page from the goal settings setup walkthrough.

Select how often users would like the company to set goals. Deciding on a pace for goal duration will assist the system in automatically creating goal cycles based on the cadence.

Alignment Page

FIG. 29 is a schematic of a user interface displaying a selection of “Yes” on the Alignment page from the goal settings setup walkthrough.

Select whether users would like goals to be aligned to one another and accept the progress of their supporting goals:

- If yes, cascading goals will be enabled for the account.
- If no, cascading goals will be disabled for the account.

FIG. 30 is a schematic of a user interface displaying a selection of “No” on the Alignment page from the goal settings setup walkthrough.

Note: If users have given these responses to the following questions, the system will recommend keeping goal-setting simple by not aligning goals:

- No to the question Has your company done goal settings in the past?
- Very poor/Below average to the question How effective has your goal process been?

Customize Page

FIG. 31 is a schematic of a user interface displaying the Customize page from the goal settings setup walkthrough.

If a user's company has unique terminology to label a goal's status, the system allows users to customize each status title and description.

Reminders Page

FIG. 32 is a schematic of a user interface displaying the Reminders page from the goal settings setup walkthrough.

Choose how often employees should be notified to update their goals. The system will send reminder emails to employees based on the chosen cadence. If employees have updated their goals during the cadence, they will not receive a reminder.

Review Page

FIG. 33 is a schematic of a user interface displaying the Review page from the goal settings setup walkthrough.

Verify or edit the settings before launching. Note users will be able to adjust the settings after launching goals.

FIG. 34 is a schematic of a user interface displaying the final page from the goal settings setup walkthrough with the option to either explore goals or adjust the Admin settings.

Cascading goals allow employees to align personal achievement with the entire business's success and see how their work impacts the company.

Enabling cascading goals unlocks:

- Aligned goals.
- Rich key results with assigned owners and attributes.
- Goal tree.

Enabling cascading may permanently alter the goals data. Disabling will keep alignment for previous goals and prevent alignment for future goals.

Enable Cascading Goals

FIG. 35 is a schematic demonstrating how to navigate a user interface to enable cascading goals.

The following are steps to enable cascading goals:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under Cascading Goals, select Enable.
- 3. Confirm by selecting Yes, enable.

FIG. 36 is a schematic of a user interface displaying a confirmation page for enabling cascading goals.

FIG. 37 is a schematic demonstrating how to navigate a user interface to change goals status definitions.

The system provides defined goal status names, such as On track, Progressing, and Off track by default. However, an organization may use different names and definitions; therefore, the system allows administrators to customize how employees will see the statuses.

Change Goals Status Definitions

FIG. 38 is a schematic of a user interface displaying an edit modal for changing a goals status definition.

The following are steps to change goals status definitions:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under General, select Customize.
- 3. Select the pencil icon to open the edit modal next to the desired status.
- 4. Update the Name and Supporting text and confirm the view is correct using the Preview.
- 5. Select Save.
- 6. Click Apply.

The system may integrate with external systems, such as Jira, Salesforce, Slack, and Microsoft Teams, to ensure goals stay front and center and are updated continuously.

For example, the system's Salesforce integration allows users to connect their goals and have them automatically update progress when Salesforce is updated.

To connect with Salesforce, users must be an admin in the system and Salesforce. Giving a Salesforce admin IT permissions in the system will allow them to connect the Salesforce integration without giving them visibility to employee data.

Connect Salesforce

FIG. 39 is a schematic demonstrating how to navigate a user interface to integrate with Salesforce.

The following are steps to integrate with Salesforce:

- 1. Navigate to Admin>Settings>Integrations.
- 2. Under Data Integrations, select Salesforce.
- 3. Click Create connection.
- 4. Sign in to the Salesforce account.
- 5. Enter a connection name.
- 6. (optional): If users wish to limit the usage of the Salesforce connection, expand the Limit connection Access section and select the Departments or Users that should have access.
- 7. Create.

Next, connect a goal to Salesforce. Users may want to make specific goal fields optional, required, or hidden, so we have given all admins the ability to customize the optionality from their Goal Settings page.

In example embodiments, if users edit a goal that was created before a certain field was required, when users edit the goal they will be prompted to fill out the required field.

Adjusting Goal Fields

FIG. 40 is a schematic demonstrating how to navigate a user interface to adjust goal fields.

The following are steps to adjust goal fields:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under Advanced, users can set the following:
  - Tags: Required, Optional, Hidden
  - Priority: Optional, Hidden
  - Goal cycles: Required, Optional
- 3. Require a parent goal (if applicable): Required, Optional
- 4. Save changes at the top of the screen.

FIG. 41 is a schematic demonstrating how to navigate a user interface to save changes made to goal fields.

Required Fields

FIG. 42 is a schematic of a user interface displaying alerts indicating that required fields have not been selected.

If a field has been set to be required, it will appear within the goal creation main page. Employees will receive an alert preventing them from creating the goal until the fields are selected.

Weighted goals allow goal owners to customize and communicate the relative importance of each key result. Owners can customize how much each child impacts its parent's progress across multiple levels.

Enabling Weighted Goals for an Organization

FIG. 43 is a schematic demonstrating how to navigate a user interface to enable weighted goals for the whole organization.

Before goal owners can begin using weighted goals, an admin must turn on the feature for the whole organization by taking the following steps:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under Advanced, toggle on the Allow key results to have custom weighting option.

FIG. 44 is a schematic of a user interface displaying a toggle button for allowing key results to have custom weighting.

In example embodiments, if users decide to turn off goal weighting at any point in the future, it will remove all custom weighting assigned and revert to the default calculation.

Users may refer to goals as something else at their company, such as SMART Goals or OKRs. If users would like to change the display name of objectives and key results or the goals tool in various places throughout the system, follow the steps below

Renaming the Display Name

FIG. 45 is a schematic demonstrating how to navigate a user interface to rename the goals display name.

The system defaults the naming for the tool to be “Goals.” However, the organization may use a different term to refer to goals, and users have the option to customize this language using the steps below:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under Advanced, toggle on Display name.
- 3. Type in the singular version of the new goal name.
- 4. Click Save.

The display name of the goals will be changed everywhere Goals was shown previously.

FIG. 46 is a schematic of a user interface displaying a profile page containing the new goals display name.

FIG. 47 is a schematic of a user interface displaying a home page containing the new goals display name.

Renaming Objective and Key Results

FIG. 48 is a schematic demonstrating how to navigate a user interface to rename objectives and key results.

The system defaults the naming for goals to be based on objectives and key results. However, the organization may use a different term to refer to these, and users have the option to customize this language using the steps below:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under Advanced, toggle on Objective and key results naming.
- 3. Type in the singular version of the new objective and key result name.
  - Objectives: goals that are qualitative that can have parent or child goals (either other objectives or key results).
  - Key Results: goals that are quantitative (#, $, %, and binary) that can have parent or child goals (either other key results or objectives).
- 4. Click Save.

The names “objective” and “key result” will be changed everywhere they were shown previously.

FIG. 49 is a schematic of a user interface displaying a goal creation page containing the new names of the objectives and key results.

FIG. 50 is a schematic of a user interface displaying a goal explorer page containing the new names of the objectives and key results.

Adjust Default Goal Visibility

FIG. 51 is a schematic demonstrating how to navigate a user interface to adjust the default goal visibility.

The following are steps to adjust default goal visibility:

- 1. Navigate to Admin>Goals>Settings.
- 2. Navigate to Advanced>Default goal visibility.
- 3. Set to Goals are private by default or Only allow individual goals to be private.
- 4. At the top of the page, click Save.

Goal Creation

FIG. 52 is a schematic of a user interface displaying a create objective page with the visibility field set to private.

Once users have updated the default goal visibility, all new individual goals will either have the visibility setting default to private, or the visibility field will be set to private and become uneditable.

The system allows users to show the public goals each owner owns within the org chart.

Goals in the org chart will respect the company's and employees' current goal visibility settings. This means:

- Admins will be able to view private goals.
- Managers will be able to view direct reports private goals (top-down visibility is enabled as well, meaning managers of managers will be able to see their indirect reports' goals).
- Employees will be able to view private goals that they share with other employees.
- Employees will be able to view all public goals.

Allow Public Goals in the Org Chart

FIG. 53 is a schematic demonstrating how to navigate a user interface to allow public goals in the org chart.

The following are steps to allow public goals in the org chart:

- 1. Navigate to Admin>Goals>Settings.
- 2. Under Advanced, toggle on Allow Goals to be displayed within the Org Chart.
- 3. Click Save.
  
  View from the Org Chart

FIG. 54 is a schematic of a user interface displaying the org chart with goals shown in one employee card.

When viewing the org chart, users can click Show Goals within any employee card to view the goals they have visibility into.

When this is selected, employees' top three active goals by priority will be displayed in the org chart. If an employee's goals do not have a priority, the first three active goals that the employee created will be shown.

Why Use Tags?

Goal tags can be used to organize goals around significant initiatives. For example, suppose a company is expanding into Europe (which can be very cross-functional). In that case, admins can create a tag titled ‘European-expansion.’ Then, when an employee creates a goal, they can add this tag to their goal, and everyone will see that their goal is aligned with a larger department or company objective.

In example embodiments, only admins can create tags; managers and individuals cannot create tags.

Creating Tags

FIG. 55 is a schematic demonstrating how to navigate a user interface to create a new tag.

An admin can create a new tag by following the steps below:

- 1. Navigate to Admin>Goals>Tags.
- 2. Enter the new tag name in the Add tag bar and click Add.

FIG. 56 is a schematic demonstrating how to navigate a user interface to manage tags.

After creating and using goal tags, users may want to make adjustments to meet their organization's needs.

Only admins can create and manage tags; managers and individuals cannot create or manage tags.

Edit Goal Tags

Editing a goal tag will rename the tag in all existing and draft goals.

The following are steps to edit goal tags:

- 1. Navigate to Admin>Goals>Tags.
- 2. Click Edit next to the tag to rename.
- 3. Click Save.

Delete Goal Mags

Deleting a goal tag is permanent. The tag will be removed from all existing and draft goals.

The following are steps to delete a goal tag:

- 1. Navigate to Admin>Goals>Tags
- 2. Click Delete next to the tag to rename
- 3. A confirmation popup will appear—click Confirm.

Goals For Managers

In example embodiments, all system users can create goals for their colleagues. Whether a manager is creating a goal for their direct report or a project lead is creating a goal for their team, all employees can create a goal for anyone else in the company.

Create a Goal for a Direct Report

FIG. 57 is a schematic demonstrating how to navigate a user interface to create a goal for a direct report.

The following are steps to create a goal for a direct report:

- 1. Navigate to the People page>Direct Report>Overview.
- 2. Select Create and choose to create an Objective or Key result.
- 3. The Goal Creation page will open—select Change details.
- 4. Enter the desired fields.
- 5. The owner will default to the direct report no matter if users choose to create an objective or key result. Users have the option to add additional owners.
- 6. Select Publish or Save as Draft.

FIG. 58 is a schematic of a user interface displaying a goal creation page containing a draft goal and the option to publish or save as draft.

In example embodiments, all goal owners and their managers can view and edit any saved drafts.

Create a Goal for a Peer

FIG. 59 is a schematic demonstrating how to navigate a user interface to create a goal for a peer from the home page.

The following are steps to create a goal for a peer:

- 1. Navigate to the Home page>Create goal.
- 2. Choose to create an Objective or Key result
- 3. The Goal Creation page will open—enter the desired fields.
- 4. Whether users choose to create an objective or key result, the Owner will default to the goal creator. Remove the goal creator, if needed, and add the employee as the new owner.
- 5. Continue creating the goal and then Publish or Save as Draft.

FIG. 60 is a schematic of a user interface displaying a goal creation page containing a drop-down menu for selecting owners for a goal.

Please note: All goal owners and their managers can view and edit any saved drafts.

There are many different ways to view how employees or a team are using goals. Below is a breakdown of the various reports and filters users can use in the system to help get the most out of the tool.

Admins and managers will have access to the reporting pages for goals. Admins will be able to view and filter for private and public goals for the entire company, while managers will be able to view and filter for private and public goals for their direct and indirect reports.

Accessing Goal Reporting

FIG. 61 is a schematic demonstrating how to navigate a user interface to access goal reporting pages.

The Goal Reporting page provides:

- A count of goals that represents unique goals, regardless of how many owners the goal has.
- A count of goals that includes archived users.

Please note that goal reporting does not include any ended goals.

Goal reports are accessible by navigating to Goals>Reporting. From here there are two reporting pages users can use to track their organization's goals: Participation & Status.

Filtering and Grouping Goals

FIG. 62 is a schematic of a user interface displaying a participation reporting page containing a drop-down menu for filtering the view of goals.

Near the top of the Reporting page, users will see the ability to filter the view of goals. All date filters look at the due date of the goal.

For example, users could choose a filter to view only the goals owned by specific individuals on the People Operations team across all times.

FIG. 63 is as schematic of a user interface displaying a filtered view of the participation reporting page.

The following are steps to group the goals by an individual, group, manager, or department:

- 1. Next to the “Showing” label, select the desired grouping from the dropdown.
- 2. In the top right-hand corner, select the time range for which the goals are to be displayed Note: the time range will only show goals with due dates during the particular time range selected.

FIG. 64 is a schematic of a user interface displaying a participation reporting page grouped by individual.

FIG. 65 is a schematic of a user interface displaying a participation reporting page grouped by department.

When users group goals by department, they will see data for members of different departments in aggregate, so users can see which parts of the business are participating in the goal-setting program. This shows data for all goal types owned by members in a department, not only department type goals.

The section titled “DIRECT REPORTS WITH” corresponds to the members of that department who own at least one objective and key result out of the total members of the department.

The section to the right, beginning with “UPDATED,” shows the total numbers of goals owned per employee that are updated, aligned, overdue, or on a cycle. Therefore, if there are two members in one department who own the same goal, this section will count that as two goals.

When users group goals by manager, they will see data for managers' direct reports.

When users group goals by group, they will see all goals of individuals that belong to the assigned groups, regardless of goal type.

Reporting Breakdown

Participation: Goal participation is defined as the following:

- A count of goals that represents individual users who are owners on a goal (e.g., a goal could have three owners and this counts as three goals in this report)
- This count of goals will NOT include the goals of archived users

FIG. 66 is a schematic of a user interface displaying a participation reporting page containing additional reporting information for objectives and key results.

Additionally, under filtering, admins and managers will also have access to view additional reporting information for objectives and key results as outlined below:

- Employees with goals: Employees that are goal owners for at least one objective or key result in the system in the selected timeframe. This is calculated by the number of employees with an objective and key results divided by the total number of employees in the system.
- Updated: Objectives and/or key results that have been updated in the system. This is calculated by the number of OKRs updated divided by the total amount of OKRs in the system in the selected timeframe.
- Aligned to company: The number of objectives and/or key results that have been aligned to a company goal, including any goal that eventually feeds into the company goals. Shown above is the number of goals aligned to company goals divided by overall goals in the system. Note: this will only be shown if users have enabled cascading goals for their org.
- Overdue: Objectives and/or key results that have not been completed by their designated due date. This is calculated by the number of objectives and key results that are overdue divided by total objectives and key results in the system.
- On a cycle: Objectives and/or key results that are part of a goal cycle. The number of objectives and key results in a goal cycle divided by the number of total objectives and key results in the system.

Status: Under the Status page, users will see a visual breakdown for the objectives and key results over time, color segmented by their status. This is useful to check on the statuses within the organization or team over a given time period.

FIG. 67 is a schematic of a user interface displaying a status reporting page containing a visual breakdown of objectives and key results.

The Status page accounts for the following.

- Each goal will be placed in the segment in which it was last updated.
- When filtering on a custom date range or a fiscal quarter, we filter out any goal whose due date is outside the time frame.
- When filtering on a goal cycle, we don't filter on the due date. We include all goals assigned to the goal cycle, whether or not they are overdue.

FIG. 68 is a schematic demonstrating how to navigate a user interface to track the goal progress of a department, group, manager, and/or manager's team on the status reporting page.

The Status page allows admins and managers to easily track the department, group, manager, and/or manager's team goal progress. Users can use the table below to pinpoint individuals, managers, and departments.

Users can change how goals are grouped, whether objectives or key results are displayed, and the time period. Users can group by department and manager.

FIG. 69 is a schematic of a user interface displaying a status reporting page with goals grouped by individual.

FIG. 70 is a schematic of a user interface displaying a status reporting page with goals grouped by department.

When grouping by department in status, the data will show the number of goals owned by members in that department. This includes all goal types, not just department goals.

If there is one goal owned by two members in the same department, the columns OBJECTIVES and KEY RESULTS will count as one goal in the table depicted in FIG. 70. All other columns to the right, beginning with NO UPDATE, share the status of all the goals owned by members within a department.

FIG. 71 is a schematic of a user interface displaying the status reporting page with a matrix containing a breakdown of goal statuses for several employees.

The status reporting page contains a breakdown of:

- Goal owner's name.
- Manager.
- Department.
- The number of objectives and key results.
- Updated goals.
- Goal progress.
- The number of ended goals

Goal Pages

The Goals Reporting pages allow users to click on specific data points within the reporting table to view a list of objectives or key results that correspond to a particular individual, group, department, or manager:

- Participation
  - Name
  - Manager
  - Group
  - Department
  - Objectives
  - Key results
- Status
  - Name
  - Manager
  - Group
  - Department
  - Objectives
  - Key results
  - Statuses

Individual, Group, Manager, and Department Goal pages will respect the filters users add to the Reporting pages.

FIG. 72 is a schematic of a user interface displaying a participation reporting page filtered by manager.

Clicking on the manager's name within the table will take the user to that manager's Manager page. Within the Overview tab, users can view all goals created by the manager's direct reports Users can drill down even further within the Members tab by viewing and clicking through reporting for each direct report on the manager's team.

Overview

FIG. 73 is a schematic of a user interface displaying the overview tab in a manager page containing participation reporting.

Members

FIG. 74 is a schematic of a user interface displaying the members tab in a manager page containing participation reporting.

Company goals can be created from different locations within the system, such as the following:

- The Goals page.
- The Goal Creation page.

To create a department-level goal, users will need to be either an admin or department head. Only goal owners will be notified when a department goal is published and will be responsible for editing and adding progress to the goal.

What is a Public Versus Private Department Goal?

Goal visibility is set during the goal creation process under Visibility.

- A public departmental goal is visible to everyone within the system from within the company page.
- A private to selected departments goal is only visible to specifically selected departments with the Departments page. Users can add additional departments if necessary.
  
  Create a Department Goal from the Goals Page

FIG. 75 is a schematic demonstrating how to navigate a user interface to create a department goal from the goals page.

The following are steps to create a department goal from the goals page:

- 1. Navigate to the Goals page>Department.
- 2. Click Insert objective or Insert key result to open the quick action context panel.
- 3. Select Change details.
- 4. Add in the desired fields—within the Type field, confirm it is selected to Department.
- 5. Click Publish.
  
  Create a Department Goal from the Goal Creation Page

FIG. 76 is a schematic demonstrating how to navigate a user interface to create a department goal from the goal creation page.

The following are steps to create a department goal from the goal creation page:

- 1. Navigate to the Home page>Create goal.
- 2. Click Objective or Key result to open the objective creation page.
- 3. Select Change details.
- 4. Add in the desired fields—within the Type field, select Department.
- 5. Click Publish.

FIG. 77 is a schematic of a user interface displaying a goal creation page including a field to designate type.

As a manager, a user may want to see the public and private goals the user's direct reports have set for themselves. Keeping track of the team's goals allows users to view updates and monitor progress.

Team Goals

FIG. 78 is a schematic demonstrating how to navigate a user interface to view team goals.

The following are steps to view team goals:

- 1. Navigate to the Goals page from the discovery navigation.
- 2. Click on Team on the left-hand secondary navigation.

From here, users can remove or add filters from the Explore page to view the desired goals.

Individual Direct Report Goals

FIG. 79 is a schematic demonstrating how to navigate a user interface to view a direct report's goals.

The following are steps to view a direct report's goals:

- 1. Navigate to the People page from the discovery navigation.
- 2. Under the My team section, enter the profile of the direct report by clicking on their name.
- 3. Within the Overview page, view the Goals section.

Goals for Employees

Group goals allow cross-functional teams and sub-departments to share visibility to a specific goal. With group goal type, the system helps teams meet where they are and set goals at the appropriate level.

Users can create group goals from at least two different locations within the system:

- The Goals page.
- The Goal Creation page

In example embodiments, only admins can create and manage groups; However, all users will be able to create group goals for users in the system.

Group goals do not automatically assign all members of the group as goal owners. Group type and owners are independent. Only goal owners will be notified when a group goal is published and will be responsible for editing and adding progress to the goal.

What is a Public Versus Private Group Goal?

Goal visibility is set during the goal creation process under Visibility.

- A public group goal is visible to everyone within the system from within the Company page
- A private to selected group goal is only visible to a specifically selected group within the Explore page. Users can add additional groups if necessary.
  
  Create a Group Goal from the Goals Page

FIG. 80 is a schematic demonstrating how to navigate a user interface to create a group goal from the goals page.

The following are steps to create a goal from the goals page:

- 1. Navigate to the Goals page>Individual
- 2. Click Insert objective or Insert Key result to open the quick action context panel.
- 3. Select Change details.
- 4. Add in the desired fields—within the Type field, confirm it is selected to Group>select the desired group.
- 5. Click Publish.
  
  Create a Group Goal from the Goal Creation Page

FIG. 81 is a schematic demonstrating how to navigate a user interface to create a group goal from the goal creation page.

The following are steps to create a goal from the goal creation page:

- 1. Navigate to the Home page>Create goal.
- 2. Click Objective or Key result to open the Objective Creation page.
- 3. Select Change details.
- 4. Add in the desired fields—within the Type field, select Group>select desired group.
- 5. Click Publish.

Note: If the goal type is required, users will be able to access the field within the Goal Creation main page.

FIG. 82 is a schematic of a user interface displaying a goal creation page including a field to designate type.

FIG. 83 is a schematic of a user interface displaying a newly created goal with an objective and key results.

Goals help empower employees to control their performance and development with clear, measurable objectives. Goals allow users to communicate what the users are focusing on and define the developmental milestones or share initiatives users are working on that align with the company's priorities.

Objectives and Key Results

Creating a goal means creating objectives and key results:

- Objectives are qualitative goals that will inherit the progress of supporting key results or child objectives. Objectives help set the direction for the entire company, department, team, or individual and are usually aspirational. When creating an objective, users will not have the option to select a measurement due to the nature of objectives.
- Key results are quantitative (#, $, %, binary) goals that measure progress to attainment Key results help measure what users need to accomplish the objective and are usually metrics-driven and tangible.

Create a Goal

Goal creation means creating objectives and key results using the OKR framework.

Goals help empower employees to control their performance and development with clear, measurable objectives. Goals allow users to communicate what they are focusing on and define the developmental milestones or share initiatives they are working on that align with the company's priorities.

Difference Between Objectives and Key Results

FIG. 84 is a matrix describing the differences between a goal's objectives and key results.

Creating a goal with goal differentiation means creating objectives and key results.

Create an Objective

There are at least two places in the system where users can create an objective:

- Goal creator.
- Goal Explore page.

FIG. 85 is a schematic demonstrating how to navigate a user interface to create an objective in the goal creator.

To create an objective in the goal creator navigate to Home>Create goal>Select Objective.

FIG. 86 is a schematic of a user interface displaying an objective creation page including a text box for describing the objective.

FIG. 87 is a schematic demonstrating how to navigate a user interface to create an objective in the goal explore page.

The following are steps to create an objective in the goal explore page:

- 1. Navigate to Goals>Click Insert objective.
- 2. Enter an Objective title.
- 3. (optional): Write a Description.
- 4. (optional): Select a Goal Cycle.
- 5. Establish a Start date. Select the date the objective is expected to start. This is a required field, users can default to the date of creation by selecting Choose today.
- 6. Establish a Due Date.
- 7. Select Owners.
- 8. Select the goal Type.
- 9. Choose Visibility.
- 10. (if cascading goals is enabled). Add a Parent objective or key result.
- 11. Set a goal Priority.
- 12. Select applicable Tags
- 13. (via the Goal Creator page). Add Supported goals.
- 14. Publish or Save Draft.

Users may optionally write a description to remind themselves and their teammates about some details of the goal.

If an admin has created a goal cycle, users may be asked to select a cycle that this objective falls under. This is a time period in which the goals are being worked on. If users have any questions about this, we recommend reaching out to the admin!

When establishing a due date for the objective, we default to the end of the current quarter or the end of the goal cycle. Users may use the date-picker calendar to select another end date in the future.

Most goals created in the system are personal goals, owned by one person. However, goals can also be owned by more than one person.

Objectives can be for an individual, a department, a group, or the company. Keep in mind, the types of objectives users see will depend upon the permissions their admin has granted them.

Objectives can be public (visible to the entire company), private (only visible to the user, their manager, their manager's manager), or private to selected departments (only visible to goal owners and members of the departments selected).

A parent goal (or a cascading goal) is a way to align the goal with other goals within the organization. Under the “Align to objective or key result” option, search the parent goal that users want to align their goal to. Users can align to both objectives and key results.

In example embodiments, parent goals may only be visible if an admin has turned on cascading coals.

Users may optionally set a priority for the objective (P1-P10), which will be displayed next to the goal on certain pages throughout the site. Goals will also be listed in order of priority (P1 first).

Tags are optional but help classify and organize goals. Admins create these!

When creating an objective, add key results or metrics that impact the overall goal. Key results help determine if users are tracking properly against their goal.

- If cascading goals is enabled, users will also be able to add a supporting objective that aligns to the current objective.
- If cascading goals is disabled, users will only see the option to add a key result.

FIG. 88 is a schematic of a user interface displaying the option to add supported goals to an objective.

If users are creating an objective via the Goal Explore page, they will be prompted to add supporting goals after publishing the objective.

Goal drafts are visible to the owners and their managers but are not visible to the rest of the company.

The Goals homepage allows users to complete quick actions on their goals directly within the Explorer. Simplify the goal process by allowing employees to quickly create, update, and edit their individual goals from the Goals Explore page context panel.

One or more goal actions may be available in the sidebar, such as, for example, any of the following goal actions:

- Create
- Align goal to parent goal (cascading)
- Update
- Edit
- End
- Delete
- Reactivate

A context panel may be provided within the List and Cascade views. Users will only be able to complete quick actions for goals they are goal owners for or have edit access to.

Department heads can quickly create a goal within the Department goals filter, while admins and company goal creators can create a goal within the Department and Company goals filters.

Quick Actions in the Goals Homepage

FIG. 89 is a schematic of a user interface displaying the goals homepage.

The following are steps to open the sidebar for a goal:

- 1. To create a goal, enter the Goals Homepage from the discovery navigation.
- 2. Click on the desired goal to open the sidebar.

Please note that available fields may be different depending on the settings set by the admin.

Create a Goal within the Goals Homepage

FIG. 90 is a schematic demonstrating how to navigate a user interface to create a goal within the goals homepage sidebar.

There are two places where users can create a goal within the Goals homepage:

- 1. Using the Create button for the full page editor
- 2. Using the top-level Insert objective or Insert key result buttons to quick-create.

The following are steps to quick create a goal:

- 1. To quick-create a goal, click the top-level Insert objective or Insert key result button.
- 2. In the right-hand sidebar, fill out the relevant fields to create the goal For an in-depth explanation of each field, check out How to Create a Goal.
- 3. Publish.

How to Align a Goal to Parent Goal (Cascading)

FIG. 91 is a schematic demonstrating how to navigate a user interface to align a goal to a parent goal within the goals homepage sidebar.

If goal differentiation and cascading goals are enabled, users will have the option to edit the goal and align to an objective or key result within the context panel.

FIG. 92 is a schematic demonstrating how to navigate a user interface to update a goal or key result within the goals homepage sidebar.

The following are steps to update a goal or key result within the goals homepage sidebar:

- 1. Select the desired goal.
- 2. Click Update within the sidebar.
- 3. Add progress made in the “What's new?” section and assign the goal as Off track, Progressing, or On track.
- 4. Post update.

FIG. 93 is a schematic demonstrating how to navigate a user interface to edit a goal or key result within the goals homepage sidebar.

The following are steps to edit a goal or key result within the goals homepage slider:

- 1. Select the desired goal.
- 2. Click on the pencil icon to edit.
- 3. Make edits within the sidebar editor.
- 4. Save.

FIG. 94 is a schematic demonstrating how to navigate a user interface to end a goal or key result within the goals homepage sidebar.

The following are steps to end a goal or key result within the goals homepage sidebar:

- 1. Select the desired goal.
- 2. Click on the checkmark icon to end.
- 3. Mark the goal as Complete or Incomplete.
- 4. End goal.

FIG. 95 is a schematic demonstrating how to navigate a user interface to delete a goal or key result within the goals homepage sidebar.

The following are steps to delete a goal or key result within the goals homepage sidebar:

- 1. Select the desired goal
- 2. Click on the trashcan icon to delete.
- 3. Confirm and Delete goal.

FIG. 96 is a schematic demonstrating how to navigate a user interface to reactivate an ended goal or key result.

The following are steps to reactivate an ended goal or key result:

- 1. Select the desired ended goal.
- 2. Click on the Reactivate button.

Note that, unlike objectives, key results will not inherit the progress of other key results unless the parent key result is measured as binary.

Create a Key Result

There are at least two places in the system where a key result can be created:

- Goal creator.
- Goal Explore page.

FIG. 97 is a schematic demonstrating how to navigate a user interface to create a key result in the goal creator.

To create a key result in the goal creator: Navigate to Home>Create goal>Select Key result. OR If users have already created an objective, they can click+Add key result at the bottom of the objective goal creation page.

FIG. 98 is a schematic of a user interface displaying a key results creation page including a text box for describing the key result.

FIG. 99 is a schematic demonstrating how to navigate a user interface to create a key result in the goal explore page.

The following are steps to create a key result in the goal explore page:

- 1. Navigate to Goals>Click Insert key result. OR if users have a specific goal they would like to add key results to, they can click on the parent objective or key result to expand and then select Insert key result.
- 2. Enter a key result Tide.
- 3. (optional): Write a Description.
- 4. Decide how users will measure the overall progress of the key result. Metrics can be
  - Binary: A key result that is definitively complete or incomplete, i.e., Grow international accounts
  - Number #: A key result that is measured by a numeric measurement, i.e., Hire three new sales representatives.
  - Percent %: A key result measured by percentage, i.e., Increase revenue by 20%.
  - Dollar S: A key result that is clearly defined by currency, i.e., Sell $200,000 more supplies this quarter.
  - Jira integration: An integration that allows users to measure by story points or issues.
  - Salesforce integration: An integration that allows users to measure progress from the reports.
- 5. (optional). Select a Goal Cycle.
- 6. Establish a Start date.
- 7. Establish a Due Date.
- 8. Select Owners.
- 9. Select the goal Type.
- 10. Choose Visibility.
- 11. (e.g., if cascading goals is enabled): Add a Parent objective or key result. A parent goal (or a cascading goal) is a way to align the goal with other goals within the organization. Under the “Align to objective or key result” option, search the parent goal that users want to align the goal to.
- 12. Set a goal Priority.
- 13. Select applicable Tags.
- 14. Publish or Save Draft.

Users may optionally write a description to remind themselves and their teammates about some details of the key result.

Please note that parent goals will only be visible if the admin has turned on cascading goals.

If an admin has created a goal cycle, users may be asked to select a cycle that this key result falls under. This is a time period in which the goals are being worked on.

Select the date the key result is expected to start. To choose the day of creation, select Choose today.

When establishing a due date for the key result, we default to the end of the current quarter or the end of the goal cycle. Users may use the date-picker calendar to select another due date in the future. This due date can differ from the parent objective or key result.

Most goals created in the system are personal goals owned by one person. However, goals can also be owned by more than one person.

Key results can be for an individual, a group, a department, or the company. Keep in mind, the types of key results users see will depend upon the permissions an admin has granted them.

Key results can be public (visible to the entire company), private (only visible to a user, a user's manager, or the user's manager's manager), or private to selected departments (only visible to goal owners and members of the departments selected).

Tags are optional but help classify and organize goals. Admins create these!

Goal drafts are visible to the owners and their managers but are not visible to the rest of the company.

If cascading goals have been enabled for the company, users will have the option to align the objective or key result to a parent goal. While the system still allows users to create independent goals that are not aligned with a higher-level goal, the cascading functionality enables users to link goals to each other with strict alignment.

Strict alignment allows the parent goal to inherit the progress of its children. Users can ensure alignment between the company's strategy and department/individual objectives by explicitly linking goals to one another.

Note that, unlike objectives, key results will not inherit the progress of other key results unless the parent key result is measured as binary.

There are at least two places in the system where a user can align an objective or key result to a parent:

- Goal Creation page.
- Goal Explore page.

FIG. 100 is a schematic demonstrating how to navigate a user interface to align an objective or key result to a parent in the goal creation page.

The following are steps to cascade a goal from the Goal Creation page:

- 1. Navigate to Home>Create goal
- 2. Select to create an objective or key result. For a detailed walkthrough for creating an objective or key result from this page, check out Create a Goal.
- 3. Within the Work toward another goal at the company card, select Choose goal
- 4. The parent goal context panel will appear—find the desired parent goal to link by either:
  - Filtering the list of goals.
  - Searching for goal owners.
  - Searching for goal titles.
  - Selecting one of the recommended filters (Company goals, Department goals, My Manager's goals).
- 5. Click+Add parent goal to align.

Aligning Supporting Goals

FIG. 101 is a schematic of a user interface displaying the option to add supporting goals to a parent goal in the goal creation page.

Under Add supporting goals?, users can create objectives or key results that will support and align with the goal. These will be considered the child goals. The progress of these child goals will contribute to the success of the goal. The goal will be viewed as the parent to these child goals.

Add supporting goals by selecting+Add objective or+Add key results.

FIG. 102 is a schematic demonstrating how to navigate a user interface to add a parent goal within the goals explore page.

The following are steps to add a parent goal from the Goals Explore page:

- 1. Navigate to the Goals page.
- 2. Next to the Export CSV button, select and enter the Cascade view.
- 3. Click on the desired goal.
- 4. Within the goal context panel, select More>Edit.
- 5. Click on the Search for a goal . . . bar, to search and select the parent goal.
- 6. Click Save.

FIG. 103 is a schematic demonstrating how to navigate a user interface to create a supporting goal from the goal explore page.

The following are steps to create a supporting goal from the Goals Explore page:

- 1. Navigate to the Goals page
- 2. Next to the Export CSV button, select and enter the Cascade view.
- 3. Click on the desired goal.
- 4. Click Insert objective or Insert key result to select the supporting goal to align to their goal.
- 5. Create the supporting goal and select Publish.

Publish a Goal Draft

FIG. 104 is a schematic demonstrating how to navigate a user interface to publish a goal draft.

When creating a goal, users can save it as a draft to publish for later. Draft goals can be published at any time using the steps below:

- 1. Navigate to the Goals page and filter by Status>Draft.
- 2. Click on the desired draft goal to open the goal context panel.
- 3. A confirmation popup will appear—click Publish.

After publishing, users can begin tracking progress or also continue to edit the published goal.

Goal tags are a great way to group and organize the goals around significant initiatives or projects. When creating a goal, the account admin may have added tags that users can use to categorize the goal into a specific bucket. Learn how to add a tag to a goal below.

Only admins can create tags; managers and individuals cannot create tags

Add a Tag to a Goal

FIG. 105 is a schematic of a user interface displaying the objective creation page including a drop-down box to select tags for a goal.

The following are steps to add a tag to a goal:

- 1. Create a goal.
- 2. Under Change details>Tags, select up to 5 tags to organize the goals.

Note: If the account admin has made tags required, the Tags dropdown can be accessed via the goal creation main page.

View Tags

After goals tags have been created and are in use, they will be grouped on the People page. Users can view them by entering Company>Goals>Tags.

FIG. 106 is a schematic demonstrating how to navigate a user interface to view tags from the people page.

The system's Jira integration allows users to connect their system goals and have them automatically update progress when Jira is updated. Jira syncs with the system at the start of the hour, if there have been any updates, the goal's progress will be updated.

Connect Jira to a Goal

FIG. 107 is a schematic of a user interface displaying a create key result page with the option to select Jira Integration to measure progress.

The following are steps to connect Jira to a goal:

- 1. From the Home page, select Create goal>Key result.
- 2. Under How will you measure progress?, select Jira Integration and Connect.
- 3. Run a JQL Query within the textbox and Search.
- 4. A preview will appear—click See all [number] issues in Jira to confirm the query is correct. Select Next.
- 5. Select how to track progress and insert a Start and Target amount.
- 6. Connect and continue to create the goal.

If users come across a search error, note that they may not be searching using proper JQL.

FIG. 108 is a schematic of a user interface displaying a search error.

FIG. 109 is a schematic of a user interface displaying the option to switch to JQL for a search.

FIG. 110 is a schematic of a user interface displaying a Jira set up page containing a list of issues in Jira based on a JQL query.

FIG. 111 is a schematic of a user interface displaying a Jira set up page containing options to designate start and target amounts for a list of issues.

The following is a list of progress types:

- Issue count: The total number of issues within the query.
- Story point count: The total number of story points within the query.
- Issue completion: The % of issues completed within the query.
- Story point completion: The % of story points completed due to completed issues within the query.

FIG. 112 is a schematic of a user interface displaying a goal creation page after Jira has been integrated.

The system's Jira integration allows users to connect their system goals and have them automatically update progress when Jira is updated. Users may want to disconnect the Jira connection if they find the query is no longer relevant or if they want to manually update the goal in the system.

Disconnecting Jira from a goal will stop all automatic updates and progress. Once disconnected, the goal will need to be updated manually from this point forward.

Disconnect Jira

FIG. 113 is a schematic demonstrating how to navigate a user interface to disconnect Jira from a goal.

The following are steps to disconnect Jira from a goal:

- 1. From the Goal page, navigate and click on the desired goal.
- 2. Click on the arrow to expand the goal.
- 3. Select Options>Edit to be taken to the goal editor.
- 4. Under How will you measure progress?, select Remove.
- 5. A confirmation popup will appear—select Disconnect.

FIG. 114 is a schematic of a user interface displaying an edit goal page containing the option to remove Jira Integration from the goal.

Weighted goals allow goal owners to customize and communicate the relative importance of each child goal and key result. Owners can customize how much each child impacts its parents' progress across multiple levels.

There are at least two places a goal owner can change the weight of their key results:

- After publishing a goal
- From the Goals page.

Applying Custom Weighting After Publishing a Goal

Goal owners will have the opportunity to set custom weighting immediately after their goal has been published. Please note, custom weighting is only available for goals with a binary parent.

The following are steps to apply custom weighting after publishing a goal:

- 1. Publish the goal.
- 2. A confirmation popup will appear—the key results will be weighted equally by default. To edit, select Edit weights.
- 3. Insert the weight distribution for each goal under the Weight column on the right-hand side
- 4. Click Save.

FIG. 115 is a schematic of a user interface displaying a confirmation popup containing equally weighted key results for a goal.

FIG. 116 is a schematic of a user interface displaying a confirmation popup containing unequally weight key results for a goal.

After setting the desired weight for a specific key result, the Distribute remaining button allows users to distribute quickly and evenly to all other key results. For example, Andrea, the goal owner below, is certain she wants to have her “Hire 1 assistant to the Director of BizOps” key result to be weighed at 20%, with the rest of the percent weights being measured evenly across the rest of her key results.

Here, she will enter 20% for her desired key result and leave all other fields blank. Then, she will select Distribute remaining.

This will distribute the remaining 80% evenly across key results.

FIG. 118 is a schematic of a user interface displaying a confirmation popup containing key results after remaining weights have been distributed.

Applying Custom Weighting from the Goals Page

FIG. 119 is a schematic demonstrating how to navigate a user interface to edit custom weights from the goals page.

Goal owners can edit custom weights directly from the Goals page. To do this:

- 1. Select Goals on the discovery navigation.
- 2. Find and click on the goal to edit to open the context panel.
- 3. Select Edit weights.
- 4. The exact editing weights modal shown in FIG. 119 will appear. Here, users can make edits and Save.

FIG. 120 is a schematic demonstrating how to navigate a user interface to apply custom weights from the goals page.

The system's Salesforce integration allows users to connect their system goals and have them automatically update progress when Salesforce is updated. Salesforce syncs with the system at the start of the hour; if there have been any updates, the goal's progress will be updated.

Connect Salesforce to a Goal

FIG. 121 is a schematic of a user interface displaying a create key result page with the option to select Salesforce Integration to measure progress.

FIG. 122 is a schematic of a user interface displaying a Salesforce connection preview page containing the option to search for a report.

FIG. 123 is a schematic of a user interface displaying a Salesforce connection page containing the option to select a measurement to track progress and set a start and target amount.

The following are steps to connect Salesforce to a goal:

- 1. From the Home page, select Create goal>Key result.
- 2. Under How will you measure progress?, select Salesforce Integration and Connect.
- 3. Confirm the correct connection, and search for a report to connect to.
- 4. A preview will appear—select the correct report and click Next.
- 5. Select a value. The values that appear will depend on the values defined within the Salesforce report.
- 6. Select the measurement to track progress ($, #,%) and set a Start and Target amount
- 7. Connect and continue to create the goal.

Company goals are a great way to motivate employees and give them context for a company's actions and priorities. Users can create company goals from at least two different locations within the system:

- The Goals page
- The Goal Creation page

To create a company-level goal, users will need to be either a super admin or be given special permission by the super admin. Company goals will be public to all users in the system; however, only goal owners will be notified when published.

Create a Company Goal from the Goals Page

FIG. 124 is a schematic demonstrating how to navigate a user interface to create a company goal from the goals page.

The following are steps to create a company goal from the goals page:

- 1. Navigate to the Goals page>Company.
- 2. Click Insert objective or Insert key result to open the quick action context panel.
- 3. Select Change details.
- 4. Add in the desired fields—Within the Type field, confirm it is selected to Company.
- 5. Click Publish.
  
  Create a Company Goal from the Goal Creation Page

FIG. 125 is a schematic demonstrating how to navigate a user interface to create a company goal from the goal creation page.

FIG. 126 is a schematic demonstrating how to navigate a user interface to designate a key result type.

The following are steps to create a company goal from the goal creation page:

- 1. Navigate to the Home page>Create goal.
- 2. Click Objective or Key result to open the creation page.
- 3. Select Change details.
- 4. Add in the desired fields—within the Type field, select Company.
- 5. Click Publish.

Adding a supporting objective or key result to an existing key result is only available for accounts with cascading goals enabled.

Note that there will be no automatic calculation of progress from the supporting key result to the existing key result. If users would like the new key result to automatically progress up, they should either convert the key result to an objective or manually update the progress of the existing key result.

Add a Key Result or Supporting Objective with Cascading Goals

FIG. 127 is a schematic demonstrating how to navigate a user interface to add a key result or objective with cascading goals.

The following are steps to add a key result or supporting objective with cascading goals:

- 1. Navigate to Goals>Individual.
- 2. Expand the objective and then click on the key result to add support to.
- 3. Click Insert objective or Insert key result to open the goal context panel.
- 4. Enter the desired fields and Publish.

Updating goals via the Goals Update Screen allows users to access all of the goals that need updating in one place instead of having to click into separate owned goals.

Employees will be able to update multiple goals based on the company's goal update reminder cadence. If users do not have a cadence set, or have opted out of notifications, the system allows the ability to update multiple goals every two weeks.

Goals are shown in order of time since the last update. Therefore, the goal that hasn't received an update in the most extended amount of time will be displayed first, and the goal that has received the most recent update will be shown last.

Navigate to the Goals Update Screen

Goal owners can access the Goals Update screen on the system homepage (dependent on update cadence timing), the Goals Explore page, and Slack/Teams and email notifications.

To navigate via the Goals Explore page directly within the system:

- 1. Navigate to the Goals page.
- 2. Within the Goals sidebar, select Update goals

- 1. Navigate to the Goals page.
- 2. Select the Update_goals button within the Explore page.

Using the Goals Update Screen

The Goals Update screen includes a context view of the goal users are updating along with the last three status updates for that goal. If a user's goal is aligned to a parent or is being supported by another goal, clicking into these goals will open the Goal side panel for more details on that goal.

Goals are shown in cascading order starting with the parent objective or goal and moving downward through the supporting goals.

FIG. 128 is a schematic of a user interface displaying the goals update screen.

If users are not ready to provide an update to the goal, they can choose to skip the goal by selecting Skip for now. Skipping a goal will not remove it from the Goals Update screen. Instead, it will allow users to progress to the next goal that needs updating without adding progress.

To end the goal:

- 1. Select the Are you ready to end this goal? dropdown.
- 2. Choose one of the three options:
  - Mark as complete: A satisfactory level of progress was made
  - Mark as incomplete: A satisfactory level of progress was not made
  - Keep this goal open for now
- 3. Select Save.

Updating a goal:

- 1. To update the goal.
  - Select a goal status.
  - Enter a new increment or total amount.
  - Add a progress status update.
- 2. (Optional) For any supporting goals:
  - Select a status.
  - Enter a new increment or total amount.
  - Mark as complete.
  - Add a comment.
- 3. Select Save to move to the next goal.
- 4. Once users move through the goals, they will have the option to Update skipped goals, Explore goals, or Go home.

Group goals are a great way to keep track of what the assigned group is working towards to help meet the company's priorities. We recommend all employees view and understand their group goals to get context on the organization's actions.

Only admins can create and manage groups; however, all users can create group goals.

The Goals Page—Using the Groups Saved Filter

FIG. 129 is a schematic demonstrating how to navigate a user interface to access group goals from the goals page.

If users are a member of a group, the system will create a saved view where they can easily access the group goals.

Note: Admins will not have visibility into the Group saved view if they are not a member of the group However, they can still filter by group using the filter option Type>Group goals.

To access group goals from the goals page, navigate to Goals>Groups>select the desired group.

The Goals Explore page will allow users to add and remove any additional filters to drill down on the group's goals.

FIG. 130 is a schematic of a user interface displaying the goals explore page with the option to add and remove filters

If users are not a member of a group but want to see a specific group's goals, they can do so by filtering by Type>Group goals>select a group.

FIG. 131 is a schematic of a user interface displaying the goals explore page with the option to filter by group goals.

Department goals are a great way to keep track of what the department is working towards to help meet the company's priorities.

To create a department-level goal, users will need to be either a super admin or be given special permission by the super admin.

View Department Goals

Users can view a department's goals from at least two places in the system:

- The Goals page.
- The Departments page.

FIG. 132 is a schematic demonstrating how to navigate a user interface to view a department's goals from the goals page.

To view a department's goals from the Goals page, navigate to Goals>Department.

FIG. 133 is a schematic demonstrating how to navigate a user interface to view a department's goals from the departments page.

To view a department's goals from the Departments page, navigate to People>Department>Goals.

Company goals are a great way to keep track of what the company is focusing on.

To create a company-level goal, users will need to be either a super admin or be given special permission by their super admin.

View Company Goals

Users can view the company's goals from at least two places in the system:

- The Goals page.
- The Company page.

FIG. 134 is a schematic demonstrating how to navigate a user interface to view the company's goals from the goals page.

To view the company's goals from the Goals page, navigate to Goals>Company.

FIG. 135 is a schematic demonstrating how to navigate a user interface to view the company's goals from the company page.

To view the company's goals from the Company page, navigate to Company>Goals

As users progress on the goals, they will want to make sure that they keep the goals up-to-date in the system. Keeping the goal progress updated allows users to stay focused and keep the manager up-to-date on where they were successful or need additional support.

Goal timeline updates can be edited for seven days after they're published. After seven days, they are no longer editable. Users can quickly update goals directly from the page.

Add Progress to a Goal from the Goal Details Page

FIG. 136 is a schematic of a user interface displaying a home page with a reminder to update a goal.

The following are steps to add progress to a goal from the goal details page:

- 1. Navigate to the goal that is to be updated.
  - Users may have a task on the Home page reminding them that it is time to update their goals.
  - Users may have received an email to remind them that it is time to update their goals.
  - Users may enter the profile by clicking on the goal name within the Goals page context panel.
- 2. Within the Goal details page, under the Timeline section, add progress toward the goal by including an update in the What's new? field and select a status.
- 3. (optional). Update the key results.
- 4. Click Post Update.

FIG. 137 is a schematic demonstrating how to navigate a user interface to add progress to a goal from the goals page context panel.

If the company has goals aligned with different owners for objectives and key results, users may find child results that align with their goal included under key results. As a goal owner of the parent goal, a user will have the option to add progress to these supporting goals regardless of ownership.

Please note: If users want to add a What's new? summary to a key result or child goal, they can add progress directly from the key result or child goal by clicking into it from the Supported by list.

Add Progress to a Goal from the Goal Page's Context Panel

FIG. 139 is a schematic demonstrating how to navigate a user interface to add progress to a goal within the goal explore context panel.

When inside the Goal Details page, users may find that they want to update or add more context to one child goal or key result. Users can do this by entering the Key Result Profile page.

The following are steps to add progress to a goal from the goal page's context panel:

- 1. Navigate to Goals>click on goal>Update progress.
- 2. (required): Add progress toward the goal by including an update in the What's new? field and select a status.
- 3. (optional): Update the key results.
- 4. Click Post update.

If the company has goals aligned with different owners for objectives and key results, users may find child results that align with the goal included under key results. As a goal owner of the parent goal, users will have the option to add progress to these supporting goals regardless of ownership.

Please note: If users want to add a What's new? summary to a key result or child goal, they can add progress directly from the key result or child goal by clicking into it from the goals list.

Add Progress from the Goals Update Widget

Updating goals via the Update widget allows users to access all of their goals that need updating in one place instead of having to click into separate owned goals.

The following are steps to add progress to a goal from the goals update widget:

- 1. Navigate to the Goal page.
- 2. Within the Goals sidebar, select Update goals. OR Select the Update_goals button within the Explore page.
- 3. To update the goal.
  - Select a goal status
  - Enter a new increment or total amount
  - Add a progress status
- 4. (Optional): For any supporting goals:
  - Select a status
  - Enter a new increment or total amount
  - Mark as complete
  - Add a comment

Once users have created a goal, users may want to edit the details of the goal set during the creation.

Edit an Objective or Key Result from the Goals Explore Context Panel

FIG. 141 is a schematic demonstrating how to navigate a user interface to edit an objective or key result from the goals page context panel.

FIG. 142 is a schematic demonstrating how to navigate a user interface to make changes to goal fields from the goal explore context panel.

The following are steps to edit an objective or key result from the goal explore page context panel:

- 1. Navigate to Goals>Individual.
- 2. Click on the desired objective or key result to open the goal context panel.
- 3. Next to Update progress, click on the Edit goal icon>Edit.
- 4. Make the desired changes to the goal fields and Save.
  
  Edit an Objective from the Goal Details Page

FIG. 143 is a schematic demonstrating how to navigate a user interface to edit an objective from the goals page context panel.

The following are steps to edit an objective from the goal details page:

- 1. Navigate to the goal to update.
  - Users may have a task on the homepage reminding them that it is time to update their goals
  - Users may have received an email to remind them that it is time to update their goals.
  - Users may enter the profile by clicking on the goal name with the Goals page context panel.
- 2. At the top right corner, click Options>Edit to be taken to the Goal creation page.
- 3. Make the desired changes to the goal fields and Save.

FIG. 144 is a schematic demonstrating how to navigate a user interface to edit an objective from the goal creation page.

Edit a Supporting Objective or Key Result from the Goal Details Page

FIG. 145 is a schematic of a user interface displaying the goal details page containing support goals.

The following are steps to edit a supporting objective or key result from the goal details page:

- 1. Navigate to the parent Goals Details page.
- 2. Under the Supported by list, click on the desired support goal to edit to enter the Goals Details page.
- 3. At the top right corner, click Options>Edit to be taken to the Goal Creation page.
- 4. Make the desired changes to the goal fields and Save.

FIG. 146 is a schematic demonstrating how to navigate a user interface to be taken to the goal creation page from the goal details page.

The system's Salesforce integration allows users to connect their system goals and have them automatically update progress when Salesforce is updated. Users may want to disconnect the Salesforce connection if they find the query is no longer relevant or if they want to manually update the goal in the system.

Disconnecting Salesforce from a goal will stop all automatic updates and progress. Once disconnected, the goal will need to be updated manually from this point forward.

Disconnect Salesforce

FIG. 147 is a schematic demonstrating how to navigate a user interface to be taken to the goal editor from the goal details page.

FIG. 148 is a schematic of a user interface displaying the goal editor with a remove button for disconnecting Salesforce.

The following are steps to disconnect Salesforce:

- 1. From the Goal page, navigate and click on the desired goal.
- 2. Click on the goal title within the context panel to open the Goal details page.
- 3. Select Options>Edit to be taken to the goal editor.
- 4. Under How will you measure progress?, select Remove.
- 5. A confirmation popup will appear—Select Disconnect.

After users create a goal, they may find that it is no longer relevant and choose to permanently delete it.

Delete a Goal from the Goals Explore Page

FIG. 149 is a schematic demonstrating how to navigate a user interface to delete a goal from the goal explore page.

FIG. 150 is a schematic of a user interface displaying a confirmation popup modal for deleting a goal.

- 1. Navigate to Goals>Individual.
- 2. Click on the objective or key result to open the goal context panel.
- 3. Click on the trash icon to delete the goal.
- 4. A confirmation popup modal will appear. If a user's goals include key results or supporting objectives, the user has the option to delete them or uncheck them to keep them.
- 5. Confirm by clicking Delete all.
  
  Delete a Goal from the Goals Details Page

FIG. 151 is a schematic demonstrating how to navigate a user interface to be taken to the goal details page from the goal explore context panel.

FIG. 152 is a schematic demonstrating how to delete a goal from the goal details page.

The following are steps to delete a goal from the goals details page:

- 1. Navigate to the goal that users want to update.
  - Users may have a task on the homepage reminding them that it is time to update their goals
  - Users may have received an email to remind users that it is time to update their goals.
  - Users may enter the profile by clicking on the goal name within the Goals page context panel.
- 2. Once users have entered the Goal Details, click Delete.
- 3. A confirmation popup modal will appear. If their goal includes key results or supporting objectives, users have the option to delete them or uncheck them to keep them.
- 4. Confirm by clicking Delete all.

Once users have stopped working on an objective or key result in the system, they have the option to end the goal as complete or incomplete.

Users might want to mark a goal as complete if they have finished progress on the goal or they have made significant progress on the goal. Users might mark a goal as incomplete if they made little to no progress on the goal.

- If users have the Slack integration and have marked their goal as incomplete, no one will be notified of that change.
- Marking a public goal as complete will notify everyone via Slack when updated.
- Once they have ended the goal, the goal's progress will be preserved as-is.
- Goal owners will not be emailed that the goal has been ended.
  
  End a Goal from the Goal Explore Context Panel

FIG. 153 is a schematic demonstrating how to navigate a user interface to end a goal from the goal explore context panel.

FIG. 154 is a schematic of a user interface displaying a confirmation popup modal for ending a goal.

- 1. Navigate to Goal>Individual.
- 2. To open the goal context panel, click on the objective or key result to end.
- 3. Click on the checkmark icon to end the goal.
- 4. A popup will appear—mark the goal as Complete or Incomplete.
- 5. Confirm by clicking Yes, end all.

If the company has cascading goals turned on (parent/child goals) users will also be able to end child objectives or key results of the parent goal at the same time. Please note: this will not end other child goals down the cascade. End a Goal from the Goals Details Page

FIG. 155 is a schematic demonstrating how to navigate a user interface to be taken to the goal details page from the goal explore context panel.

FIG. 156 is a schematic demonstrating how to end a goal from the goal details page.

The following are steps to end a goal from the goal details page:

- 1. Navigate to the objective or key result to end.
  - Users may have a task on the homepage reminding them that it is time to update their goals.
  - Users may have received an email to remind them that it is time to update their goals.
  - Users may enter the profile by clicking on the goal name within the Goals page's context panel.
- 2. At the top right corner, click End.
- 3. A popup will appear—mark the goal as Complete or Incomplete.
- 4. Confirm by clicking Yes, end all.

If the company has cascading goals turned on (parent/child goals) users will also be able to end child goals (key results) of the parent goal at the same time. Please note: this will not end other child goals down the cascade.

Goal progress can easily track goals' statuses by understanding each goal's progress bars and statuses.

When users will see Progress Bars vs. Statuses:

- For all quantitative (#, $, and %) goals, users will always see a progress bar with % to completion.
- For all binary goals with no key results, users will see a written status. This written status will correspond to what was selected by the employee in their last goal update (Off Track, Progressing, or On Track)
- For binary goals with at least one key result (OKR format), users will see a progress bar with % to completion. Unless users have set custom goal weighting, each key result will be treated as an equal % towards the goal For example, if users have a binary goal with three key results, completing one key result will mark the goal 33% completed. Understanding Goal Progress Bars and Statuses

Active Goal Statuses: When employees update their goals, they are prompted to pick a status to reflect how they believe they are performing on their goal. The statuses are as follows:

On Track typically means that the employee feels good about where the goal is and believes they will be able to accomplish the goal.

FIG. 157 is a schematic of an “on track” status for a goal.

Progressing means that the goal is moving forward, but the employee is not 100% confident they will be able to accomplish everything in the goal. They may, however, be able to get the goal back on track.

FIG. 158 is a schematic of a “progressing” status for a goal.

Off Track typically means the employee is not feeling good about their progress on the goal, and they will most likely not be able to accomplish the entire goal.

FIG. 159 is a schematic of an “off track” status for a goal.

Goal Progress Bars: In the progress bar, the color of the highlighted progress corresponds to the employee's status in their last goal update.

Green=On Track

FIG. 160 is a schematic of an “on track” goal progress bar.

Yellow=Progressing

FIG. 161 is a schematic of a “progressing” goal progress bar.

Red=Off Track

FIG. 162 is a schematic of an “off track” goal progress bar.

Ended Goal Statuses: When an employee is finished working on a goal, they will have two options for marking the goal ended: Complete or Incomplete.

FIG. 163 is a schematic of a user interface displaying a popup page displaying options to end a goal as complete or incomplete.

FIG. 164 is a schematic of a user interface displaying a goal explore page with a goal marked as complete.

An employee might want to mark a goal as complete if they've finished progress on the goal or have made significant progress. FIG. 163 is a schematic depicting how the completed goal will look on the Goal homepage when filtered by complete.

FIG. 165 is a schematic of a user interface displaying a goal explore page with a goal marked as incomplete.

An employee might mark a goal as incomplete if they made little to no progress on their goal. FIG. 165 is a schematic depicting how the incomplete goal will look on the Goal page when filtered by incomplete.

Once users have ended a goal, they may want to reactivate the goal to update the goal progress or edit the goal.

Reactivating a parent objective or goal will not reactivate child goals or key results. Reactivating a key result or child objective linked to a completed parent objective will not update the parent objective's progress—the parent objective will need to be reopened individually.

Reactivate a Goal from the Goal Explore Context Panel

FIG. 166 is a schematic demonstrating how to navigate a user interface to filter the goal explore list by status.

FIG. 167 is a schematic demonstrating how to navigate a user interface to reactivate a goal from the goal explore context panel.

The following are steps to reactivate a goal from the goal explore context panel:

- 1. Navigate to Goals>Individual.
- 2. Filter the Explore list by Status>Complete and Incomplete.
- 3. To open the goal context panel, select the objective or key result to reopen and click Reactivate.
  
  Reactivate a Goal from the Goals Details Page

FIG. 168 is a schematic demonstrating how to navigate a user interface to be taken to the goal details page from the goal explore context panel.

FIG. 169 is a schematic demonstrating how to navigate a user interface to reactivate a goal from the goal details page.

The following are steps to reactivate a goal from the goals details page:

- 1. Navigate to the objective or key result that users want to reactivate.
  - Users may have a task on their homepage reminding them that it is time to update their goals.
  - Users may have received an email to remind them that it is time to update their goals.
  - Users may enter the profile by clicking on the goal name within the Goals page's context panel.
- 2. Once on the Goal Details page, click Reactivate.

The system's Gmail plugin makes it easy to view a colleagues' goals directly in an email thread.

- Users must be signed into the system to view goals.
- The inbox participant must be an active system user for users to view their goals.
- Users can minimize the extension by clicking on the system icon.

Plugin Installation Steps

FIG. 170 is a schematic of a Gmail inbox with the system plugin.

The following are steps to install the system plugin:

- 1. Log in to the system.
- 2. Download the system's Chrome extension for Gmail.
- 3. Click into any email thread which includes an active system user(s).
- 4. On the right side of the Gmail inbox, users will see the system plugin by clicking on the system logo.

Viewing Employee Goals Via the Gmail Plugin

Once the plugin is installed, participating team members' public goals will appear in the Gmail plugin.

FIG. 171 is a schematic of a Gmail inbox displaying employing goals via the system plugin.

The following are steps to view employee goals via the Gmail plugin:

- 1. To view their goals, click the name of the participating team member. If the team member does not have public goals in the system, nothing will appear.
- 2. Click on each goal to be taken to the system's Goals Details page.

FIG. 172 is a schematic of a user interface displaying a goals update screen with the option to add a goals comment to a supporting goal.

A goals comment allows for a goal owner to leave a note with more information—separate from their status update—on another supporting goal/key result when updating without requiring to update that supporting goal. Goal comments are only available within the Goals Update screen.

FIG. 173 is a schematic of a user interface displaying a goals update screen with the option to add a goal status update.

A goals status update only applies to the key result/goal the user is updating.

Navigating to Goals in Mobile

FIG. 174 is a schematic of a mobile device user interface displaying an employee's active goals.

Your goals can be found on the You page under Your active goals.

Side-scroll to view all of the active goals a user owns. To view the progress and details for an individual goal, click on the goal to be taken to its Details page.

If users want to see their colleagues' public goals, they can do that by going into the Directory page>All employees>clicking into their profile>Their active goals.

View Goal Details

FIG. 175 is a schematic of a mobile device user interface displaying an individual goal profile page.

Clicking into an individual goal profile allows users to toggle between the:

- Key results of the goal
- Timeline of the goal (the progress that has been made since the goal was created)
- General information about the goal (when it was created and when it ends).

With the system's goal iconography, users can quickly identify their objective and key result types without having to click into the goal itself. To best understand what each icon means, take a look at the labels below.