February, 10 2016

Part 4: Organizational Goals and Performance Management

We’re back with the final installment of the ClearCompany goals series. Hopefully, you’ve learned a great deal over the last few weeks and we’ve given you plenty to think about when it comes to aligning, setting and monitoring goals in your company. We’ve also addressed some of the reasons that goals can fail within the enterprise. If you haven’t had a chance to read the entire goal focused series, you can get all the posts here and learn more about building a goal-focused organization.

Today, our goal (see what I did there?) is to discuss how to incorporate goals into performance management. In our discussion of why organizational goals fail, we’ll zero in on the last point. When an individual is not meeting his or her goals:

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Goal Alignment

February, 9 2016

Goals Series Part 3: Why Goals Fail

Welcome back to the ClearCompany Goals series! This month we’re talking all about goals and how to use them to drive your company and your employees to engaged and productive success. At ClearCompany, we believe that identifying goals, aligning goals and creating employee performance goal (link to previous goals article) (linked to business outcomes) is a core focus of Talent Management and HR.

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Goal Alignment, Setting Goals

February, 8 2016

Go Back to the Beginning to Understand Organizational Goals

“Clear organizational goals can drive employee efforts throughout the organization. But if employees do not know what the organization's goals are, those goals lose the ability they have to energize employees towards their achievement. Communicating organizational goals to employees is essential for achieving those desired outcomes.” - OPM.gov
Organizational goals must be communicated to employees before they’re even employees. Yes, we’re talking in the candidate stage. A Harris Interactive survey of 23,000 employees found that only 37% understood what their employer was trying to achieve. Can you imagine how low the number is for the employees who haven’t even been sourced, hired and onboarded? That’s right.
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Goal Alignment, Goal-Setting

February, 2 2016

Goals Series Part 2: Working with Employees to Attain Your Big Hairy Audacious Goal

We’re glad you joined us on our ClearCompany goals series. Last time, we discussed just how to align goals with your employees. If you haven’t read the goal alignment post: Why Goal Alignment is About More Than Just Software, we covered understanding employee goals through transparency, how to collect and track that information with a culture of transparency and how to communicate the organizational goals to employees to give their daily work meaning and increase productivity.

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February, 1 2016

Goals Series Part 1: Why Aligning Corporate Goals Takes More than Just Software

Most of the time when we approach goals, we do it from a corporate angle. After all, that makes the most sense. The reason you hire people is to reach the organizational goals of the company. It’s why they get a paycheck, says traditional thinking.

But we know today that engagement skyrockets and employees are more fulfilled (and productive) when they understand those organization goals. This means executives (and let’s be honest, HR executives and middle management) must be equipped to communicate goals to their employees to help with aligning corporate goals. This means three key things...

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Goal Alignment

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