Managing the Org in Khorus
You might have implemented systems and tools in the past where a single person or group was responsible for the implementation.
Khorus was built with the intention that every manager be responsible for their team.
Keep an up-to-date org chart.
Managers have all the permissions in Khorus they need to add new employees, move an employee from one team to the next, and remove employees from their team. This goes for contracted workers, part-time employees, and anyone else who contributes to their team.
So, it's not up to HR, IT, or anyone else to keep the org chart up to date—it's up to each manager.
Create department goals.
Every manager will create the department goals for their team every quarter. This sets the priorities and direction for everyone on their team, giving those team members what they need to begin creating their own goals. Department goals aren't created by higher-ups or others, so managers should begin creating their department goals as soon as they know how they're contributing to their own manager's goals.
Talk with each of your direct reports to ensure they have set good goals.
Every manager should have a conversation with their employees about their goals to be sure they're working on the right goals and the measurements are the right ones. Aim to have no doubt at the end of a quarter whether the goal has been met.
If there are any employees who haven't created goals toward the end of the goal-setting period, each employee's manager should be the one to help them get started—it shouldn't be up to HR or anyone else to make sure every employee has created their goals.
Update your goals at the end of each week.
Managers should update their goals each week, just as their employees do. When employees mark a goal red or orange, they should be thanked for bringing up the problem and work with them to try to resolve it. Tools like the Predictions Matrix were built specifically for giving managers the best view of how their employees are doing with the goals and as a great way to run weekly team meetings. When employees are late on goal updates or missing goal updates, managers should work directly with their employees to prompt them to update their goals. HR and other members of the organization unfamiliar with the work can't have the right conversation with those employees.