What you do is not who you are. But what you do and how you do it matters, both to you and to your employer. In complex organizations, we tend to track only certain kinds of results or outcomes, overlooking the process of getting there, the “how,” and that’s just not adequate.
At Incompass, we’ve tried to zero in on developing a solution for understanding the “how” of our workplaces, because that “how” matters. That “how” will ultimately show up in our bottom line, one way or another. How we work and behave on a day-to-day basis has a major impact, notably when it comes to our colleagues. It plays into employee engagement, learning & development, company culture, talent retention, and so much more. Over the last 2 years, we’ve focused on parsing this “how” for companies, clarifying and measuring its impact across organizations through our 360 feedback tool.
Now, we’re rolling out a new feature, one that gets to the heart of the “what,” with a focus on setting and tracking goals for employee behaviors. So in addition to gaining visibility of how employees do their jobs, managers can now set specific goals for individuals, to track the “what” alongside the “how.”
As humans, we tend to overcomplicate things. But really, this feature is all about simplicity: setting clear expectations, tracking progress, and getting perspective. And being able to do that with a single set of behaviors across your organization, so that performance calibration is a cinch.
We’ve set up the feature to be as simple to use as possible in order to make it easy for people to set goals as well as track and share their progress. With the UX-friendly interface, it all just takes a click or two.
Employees can easily see where they’re at and ask for any support they need to be able to explore the underlying reasons for any stalled progress on the road to achieving their goals.
In terms of helping employees set specific goals, we tend to recommend using the SMART goal framework. Here at Incompass, we practice what we preach. We even use the SMART framework in deploying our 360-degree feedback platform in service of our clients:
S - The feedback system works best when our clients focus on very Specific behaviors in their review cycles.
M - One of our guiding principles is making sure you can Measure those behaviors.
A - We’ve designed our 360 feedback tool so that it is Attainable for organizations to get to 95%+ completion rates.
R - We work closely with clients to figure out which values and behaviors are most Relevant to their organization.
T - We encourage our clients to run our 360s 2 to 4 times a year, making the process Timebound.
With the new Incompass feature, setting and tracking SMART goals will make a world of difference for your organization, fostering a workplace where growth and development are a key part of the bottom line – both means and ends.
