The Manage Goals phase of the process represents most of the performance review year. This is where the work is accomplished. There are three important actions managers and employees should take throughout this process to ensure they make the most of the performance review opportunity.
Regular Feedback Conversations
The manager and employee should meet monthly to review goal progress. These regular meetings are an opportunity to review progress toward goals, provide constructive performance feedback and update or edit objectives where needed.
Providing good performance feedback is an essential element of this process. Both positive and corrective feedback should be provided in a timely manner, so the employee can respond and adjust as needed. Managers should not wait until the Final Goal Review (End of Year) conversation to provide feedback.
Both parties should document the key elements of the feedback conversations including key accomplishments, praise and acknowledgements, constructive or corrective feedback and adjustments to objectives. In Workday, it is possible for both parties to comment on a specific goal. These comments are stored in Workday and can be accessed when preparing end of year evaluation statements. Notes taken over the course of the year are extremely helpful when completing the Final Goal Review evaluation activity.
Please refer to this Job Aid to learn more about this capability.
If the manager and employee agree that goal should be modified, it should be updated in Workday. Modifications may include a change to the due date, deletion of the goal, a change to the description or the addition of a new goal.
When the employee makes a change in Workday, the manager will receive a notification asking them to approve the change. If the manager initiates the change, no additional approvals are required.
Please refer to this Job Aid to learn more about updating goals in Workday.