Creating Goals: Managers

Once the CEO has created and shared company goals for the quarter, managers at the function/department level will create their own set of goals. Most of these goals should contribute to company priorities. The process continues as managers at the next layer of the organization create goals, and so on.

As a manager, you will own your team’s goals, and your employees will set their own goals based on them. Here are guidelines for creating effective goals that clarify key outcomes and engage your employees.

Set no more than 3–5 goals. 

As the saying goes, if everything is a priority, nothing is a priority. Narrow down your goal set to between three and five goals. Don't try to list everything you or your employees will be doing this quarter. Rather, single out those critical outcomes—what are the most important things that need to happen for you to say this was a successful quarter?

Align upward.

As you create goals for your team, use your own manager's goals as a starting point. If you're the head of the sales department, for example, break down the CEO's revenue goal into goals that specify how your team will help achieve it. While you do want 50–75 percent of your goals to align to either company goals or other high-level goals in the organization, it's fine to create goals have standalone initiative your team is working on. These will most often represent operational improvements or personal development goals that don't directly link up to company or executive-level goals.
Tip: Don't try to capture everything It's important to remember that Khorus is strategy execution software,not project management software. That means that Khorus is a repository for strategic priorities and how various teams contribute to them. You don't want to enter all your tasks each week in Khorus—a to-do list app is a much better option for this.

Add measurements.

In Khorus, you will be entering a measurement for each goal. Think of the measurement as “how we will define success.” For example, if want to improve customer retention, what net revenue retention do you want to achieve—or is there a better way for your team to measure customer retention? Ideally, you want to only pick one measurement for your goal, although some may have two. See our example goals by department (PDFs below) for how this works.

Creating goals in Khorus

Once you've come up with your team's goals, you're ready to put them in Khorus. In the Title field, give the goal a clear, easy-to-understand title. Avoid jargon and fluffy language—every single employee should be able to read this goal and understand what it means. This is an important part of marketing your department to the rest of the organization.

Next, put your measurement in the Measurement field. Finally, use the optional Description field to give further context to the goal. For example, you might explain why this goal was chosen or give some short history on the issue at hand. The Description field is also a great place to explain a metric that employees in other departments may not understand (for example, someone in engineering might see your goal to achieve an Net Promoter Score of 45 and think this is a very low target, when in fact it's quite good).

Next steps: Your employees' goals

With your goals squared away, you'll want to meet with each of your employees one on one to discuss their own goals for the quarter. Like you, they should each end up with a small set of specific, measurable goals that show them how they will contribute to company and team priorities over the next 90 days.