SlideShare a Scribd company logo
1 of 32
GOAL SUMMIT 2015
Putting Goal Science into Practice
Alex Moffit, BetterWorks
Ciara Peter, BetterWorks
April 16, 2016
2
A Brief History
2012
GST
Goal
Science
Thinking!
1967 1973 1981 1984 1990 1999
S.M.A.R.T.
George Doran’s
“S.M.A.R.T. Way”
MBOs
The Effective
Executive
By Peter Drucker
3
The Good and Bad of MBOs
The Good The Bad
• Infrequently updated
• Siloed
• Management-driven
• Tied to performance reviews
and compensation
• MBOs ushered in era of
results-oriented
management
4
The Good and Bad of SMART Goals
• Attainable: research has proven that
challenging goals are better
• SMART only focuses on the setting
of goals, not the pursuing
• Specific: absolutely critical
• Measurable: good when
appropriate
• Relevant: aligned goals are
better goals
• Timely: deadlines boost
performance
• Better than no goals
The Good The Bad
5
A Brief History
20121967 1973 1981 1984 1990 1999
S.M.A.R.T.
George Doran’s
“S.M.A.R.T. Way”
MBOs
The Effective Executive
By Peter Drucker
OKRs
John Doerr introduces
OKRs to Google
6
A Brief History
• Objectives and Key Results (OKRs)
are invented at Intel
• KPCB’s John Doerr brings OKRs to
Google and more
Benefits
• Quarterly vs. Annual process
• Transparent and aligned
• Aspirational
• Not directly tied to performance
reviews/compensation
7
How High Performing Companies Manage Goals
Open
Transparent and all
individuals participate
Measurable
Metrics and milestone
based goals
Frequent
Quarterly and monthly
check-ins
8
A Brief History
Today
Goal
Science
Goal Science
Thinking!
1967 1973 1981 1984 1990 1999
S.M.A.R.T.
George Doran’s
“S.M.A.R.T. Way”
MBOs
The Effective Executive
By Peter Drucker
OKRs
John Doerr introduces
OKRs to Google
9
Goal Science Thinking
• A set of principles that helps
people achieve their goals
‒ Better goal-setting and goal-pursuing
‒ Enhances SMART goal-setting
• Supports Operational Excellence
• Goal Science thinking is based on:
‒ Leading academic research
‒ Consumer engagement techniques
‒ Data from our platform
10
Goal Science™ Pillars
Connected Supported Progress-based Adaptable Aspirational
11
Goal Science™ Pillars
Connected
Transparent and all
individuals participate
12
How we do it
Flexible goal
contribution structure
allows top down,
bottoms up, and
horizontal collaboration
13
Stats
Do people care about other people’s goals?
27% of @mentions are made by someone other than
the goal owner
14
Stats
How important are top
company goals?
People view their manager’s
goals 20% more often than
their own
15
Stats
How does manager
engagement influence
behavior?
Managers who check in to a
goal bi-weekly increase child
goal check ins by 63%
16
Supported
Working transparently
with social
reinforcement and
recognition
Goal Science™ Pillars
17
How we do it
Dashboard Stats
Display dashboard stats
to promote engaging
behaviors
18
Work Profile
Working transparently with
social reinforcement and
recognition
How we do it
19
Which social actions are most
effective?
@mentions, comments, follows
have the highest open rates
Stats
20
Progress-based
Relevant
feedback and
frequent wins
Goal Science™ Pillars
21
How we do it
Design for primary use
cases on mobile, reduce
friction to check in and
check on team
22
How we do it
Company Dashboards
Real time company,
department, and team
progress stats
23
Stats
Does the frequency of check ins
really matter?
Goals updated in the first month
are 3x more likely to be updated
Goals that have between 6-10
are in the goldilocks zone
Less than monthly Greater than monthly Weekly
97.20
93.75
82.53
24
Goal Science™ Pillars
Adaptable
Flexibility to respond
to changing business
needs
25
How we do it
Editable goals are adaptable
but accountable
Goals are edited twice as
often as they are created
26
Stats
88% of stall points are within the control of the company
High agility orgs:
More likely to
capitalize on
change
High agility
employees:
More likely to be top
quartile performers
4.5x 3.5x
27
Aspirational
Greater achievement
and encourage
excellence
Goal Science™ Pillars
28
How we do it
Self-assessment via scoring
allows user to note insights about
the goal’s achievement
29
Stats
Do people with aspirational
goals really know how
they’re doing?
70% of users downloaded
goal summary in Q1
30
Stats
Aspirational goal setting using
BetterWorks
Top-performing department at
an industry leading energy
company
Average progress: 82%
Average score: 97%
31
Goal Science Questions
What? Who? When? How? Why?
Concrete and
focused
You and your
coworkers
Continually
Progress and
feedback
Make an impact
• You know
exactly what
your goals are,
and how they
interrelate to
your business as
a whole.
• You focus on 3-5
goals at a time.
• Your goals are
quantifiable
with clear
metrics and
milestones.
• Your goals are
yours to create
and own, but
they connect to
others too.
• Having a
supportive
community
alongside you
increases goal
progress.
• The aspirational,
future goals you
want take time.
You have smaller
steps along the
way to help
reach them.
• The workplace is
dynamic.
Adapting goals
when
appropriate helps
you stay flexible
and on track.
• Progress is the
positive force
motivating you to
do your best.
• Achieving small
steps makes
feedback
relevant, which
further fuels
momentum.
• You want to
accomplish
challenging
things at work,
and make a
difference.
• Mastering
aspirational,
meaningful goals
leads to greater
engagement,
performance,
and satisfaction
at work.
Questions

More Related Content

What's hot

The Guide to Objectives and Key Results (OKRs)
The Guide to Objectives and Key Results (OKRs)The Guide to Objectives and Key Results (OKRs)
The Guide to Objectives and Key Results (OKRs)BetterWorks
 
Anatomy of a Successful Goal
Anatomy of a Successful GoalAnatomy of a Successful Goal
Anatomy of a Successful GoalWeekdone.com
 
The Results Chain: 
 A logical model to achieve results
The Results Chain: 
 A logical model to achieve resultsThe Results Chain: 
 A logical model to achieve results
The Results Chain: 
 A logical model to achieve results7Geese
 
Making Culture a Competitive Advantage
Making Culture a Competitive AdvantageMaking Culture a Competitive Advantage
Making Culture a Competitive AdvantageBetterWorks
 
SNC 2015 | 4DX Handout
SNC 2015 | 4DX HandoutSNC 2015 | 4DX Handout
SNC 2015 | 4DX Handoutkavyauchil
 
How to Get Buy In for Improvement
How to Get Buy In for ImprovementHow to Get Buy In for Improvement
How to Get Buy In for ImprovementKaiNexus
 
A Deep Dive into A3 Thinking
A Deep Dive into A3 ThinkingA Deep Dive into A3 Thinking
A Deep Dive into A3 ThinkingKaiNexus
 
Strategy to Execution: Tips to Execute Your Strategy With Excellence.
Strategy to Execution: Tips to Execute Your Strategy With Excellence.Strategy to Execution: Tips to Execute Your Strategy With Excellence.
Strategy to Execution: Tips to Execute Your Strategy With Excellence.Avi Mizrahi, MBA, BBA.
 
Teamsourcing: The Secret Sauce for Successful Strategic Execution
Teamsourcing: The Secret Sauce for Successful Strategic ExecutionTeamsourcing: The Secret Sauce for Successful Strategic Execution
Teamsourcing: The Secret Sauce for Successful Strategic Execution9Lenses
 
Measurement as Catalyst of Sustainable Culture Change
Measurement as Catalyst of Sustainable Culture ChangeMeasurement as Catalyst of Sustainable Culture Change
Measurement as Catalyst of Sustainable Culture ChangenPlusOne Consulting
 
Continuous Improvement Models and Software
Continuous Improvement Models and SoftwareContinuous Improvement Models and Software
Continuous Improvement Models and SoftwareKaiNexus
 
A System-Wide Approach to Driving Process Improvement
A System-Wide Approach to Driving Process ImprovementA System-Wide Approach to Driving Process Improvement
A System-Wide Approach to Driving Process ImprovementKaiNexus
 
Performance Measurement Webinar
Performance Measurement WebinarPerformance Measurement Webinar
Performance Measurement WebinarLara Carson
 
OKR Goals - Goal Quotes Part 3 - Atiim
OKR Goals - Goal Quotes Part 3 - AtiimOKR Goals - Goal Quotes Part 3 - Atiim
OKR Goals - Goal Quotes Part 3 - AtiimAtiim, Inc.
 
4 Ways to Increase Your Career Velocity
4 Ways to Increase Your Career Velocity4 Ways to Increase Your Career Velocity
4 Ways to Increase Your Career VelocityDeidre Paknad
 

What's hot (19)

The Guide to Objectives and Key Results (OKRs)
The Guide to Objectives and Key Results (OKRs)The Guide to Objectives and Key Results (OKRs)
The Guide to Objectives and Key Results (OKRs)
 
Anatomy of a Successful Goal
Anatomy of a Successful GoalAnatomy of a Successful Goal
Anatomy of a Successful Goal
 
The Results Chain: 
 A logical model to achieve results
The Results Chain: 
 A logical model to achieve resultsThe Results Chain: 
 A logical model to achieve results
The Results Chain: 
 A logical model to achieve results
 
Making Culture a Competitive Advantage
Making Culture a Competitive AdvantageMaking Culture a Competitive Advantage
Making Culture a Competitive Advantage
 
SNC 2015 | 4DX Handout
SNC 2015 | 4DX HandoutSNC 2015 | 4DX Handout
SNC 2015 | 4DX Handout
 
How to Get Buy In for Improvement
How to Get Buy In for ImprovementHow to Get Buy In for Improvement
How to Get Buy In for Improvement
 
A Deep Dive into A3 Thinking
A Deep Dive into A3 ThinkingA Deep Dive into A3 Thinking
A Deep Dive into A3 Thinking
 
Strategy to Execution: Tips to Execute Your Strategy With Excellence.
Strategy to Execution: Tips to Execute Your Strategy With Excellence.Strategy to Execution: Tips to Execute Your Strategy With Excellence.
Strategy to Execution: Tips to Execute Your Strategy With Excellence.
 
Teamsourcing: The Secret Sauce for Successful Strategic Execution
Teamsourcing: The Secret Sauce for Successful Strategic ExecutionTeamsourcing: The Secret Sauce for Successful Strategic Execution
Teamsourcing: The Secret Sauce for Successful Strategic Execution
 
Measurement as Catalyst of Sustainable Culture Change
Measurement as Catalyst of Sustainable Culture ChangeMeasurement as Catalyst of Sustainable Culture Change
Measurement as Catalyst of Sustainable Culture Change
 
Connecting Via Crowdsourcing
Connecting Via CrowdsourcingConnecting Via Crowdsourcing
Connecting Via Crowdsourcing
 
Cracking the Code of Strategy Execution
Cracking the Code of Strategy ExecutionCracking the Code of Strategy Execution
Cracking the Code of Strategy Execution
 
Continuous Improvement Models and Software
Continuous Improvement Models and SoftwareContinuous Improvement Models and Software
Continuous Improvement Models and Software
 
Implementing the Strategic Plan
Implementing the Strategic PlanImplementing the Strategic Plan
Implementing the Strategic Plan
 
A System-Wide Approach to Driving Process Improvement
A System-Wide Approach to Driving Process ImprovementA System-Wide Approach to Driving Process Improvement
A System-Wide Approach to Driving Process Improvement
 
Performance Measurement Webinar
Performance Measurement WebinarPerformance Measurement Webinar
Performance Measurement Webinar
 
OKR Goals - Goal Quotes Part 3 - Atiim
OKR Goals - Goal Quotes Part 3 - AtiimOKR Goals - Goal Quotes Part 3 - Atiim
OKR Goals - Goal Quotes Part 3 - Atiim
 
4 Ways to Increase Your Career Velocity
4 Ways to Increase Your Career Velocity4 Ways to Increase Your Career Velocity
4 Ways to Increase Your Career Velocity
 
Developing Direct Reports
Developing Direct ReportsDeveloping Direct Reports
Developing Direct Reports
 

Viewers also liked

Goal Summit 2016: Insights From Peter Drucker
Goal Summit 2016: Insights From Peter DruckerGoal Summit 2016: Insights From Peter Drucker
Goal Summit 2016: Insights From Peter DruckerBetterWorks
 
It's not your grandmother's lean anymore!
It's not your grandmother's lean anymore!It's not your grandmother's lean anymore!
It's not your grandmother's lean anymore!Business901
 
Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...
Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...
Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...BetterWorks
 
Alternative to spreadsheets for payroll management
Alternative to spreadsheets for payroll managementAlternative to spreadsheets for payroll management
Alternative to spreadsheets for payroll managementGreytip Software
 
Emerging Issues of Employee Provident Fund
Emerging Issues of Employee Provident FundEmerging Issues of Employee Provident Fund
Emerging Issues of Employee Provident FundGreytip Software
 
Goal Examples for Legal
Goal Examples for LegalGoal Examples for Legal
Goal Examples for LegalBetterWorks
 
Release The Stories In Your Organization
Release The Stories In Your OrganizationRelease The Stories In Your Organization
Release The Stories In Your OrganizationRobert Nordh
 
Goal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by DesignGoal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by DesignBetterWorks
 
Employee Self Service - greytHR
Employee Self Service - greytHREmployee Self Service - greytHR
Employee Self Service - greytHRGreytip Software
 
Contently Pitch Deck
Contently Pitch DeckContently Pitch Deck
Contently Pitch DeckRyan Gum
 
Pendo Series B Investor Deck External
Pendo Series B Investor Deck ExternalPendo Series B Investor Deck External
Pendo Series B Investor Deck ExternalTodd Olson
 
Tinder Pitch Deck
Tinder Pitch DeckTinder Pitch Deck
Tinder Pitch DeckRyan Gum
 
Airbnb Pitch Deck From 2008
Airbnb Pitch Deck From 2008Airbnb Pitch Deck From 2008
Airbnb Pitch Deck From 2008Ryan Gum
 
Intercom's first pitch deck!
Intercom's first pitch deck!Intercom's first pitch deck!
Intercom's first pitch deck!Eoghan McCabe
 

Viewers also liked (19)

Goal Summit 2016: Insights From Peter Drucker
Goal Summit 2016: Insights From Peter DruckerGoal Summit 2016: Insights From Peter Drucker
Goal Summit 2016: Insights From Peter Drucker
 
It's not your grandmother's lean anymore!
It's not your grandmother's lean anymore!It's not your grandmother's lean anymore!
It's not your grandmother's lean anymore!
 
Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...
Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...
Goal Summit 2016: How to be a Kickass Boss Without Losing Your Humanity or Cr...
 
Alternative to spreadsheets for payroll management
Alternative to spreadsheets for payroll managementAlternative to spreadsheets for payroll management
Alternative to spreadsheets for payroll management
 
Emerging Issues of Employee Provident Fund
Emerging Issues of Employee Provident FundEmerging Issues of Employee Provident Fund
Emerging Issues of Employee Provident Fund
 
Goal Examples for Legal
Goal Examples for LegalGoal Examples for Legal
Goal Examples for Legal
 
Release The Stories In Your Organization
Release The Stories In Your OrganizationRelease The Stories In Your Organization
Release The Stories In Your Organization
 
Goal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by DesignGoal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by Design
 
Employee Self Service - greytHR
Employee Self Service - greytHREmployee Self Service - greytHR
Employee Self Service - greytHR
 
Leave management System
Leave management SystemLeave management System
Leave management System
 
Moving To SaaS
Moving To SaaSMoving To SaaS
Moving To SaaS
 
Manpower Planning
Manpower PlanningManpower Planning
Manpower Planning
 
BuzzFeed Pitch Deck
BuzzFeed Pitch DeckBuzzFeed Pitch Deck
BuzzFeed Pitch Deck
 
Contently Pitch Deck
Contently Pitch DeckContently Pitch Deck
Contently Pitch Deck
 
Pendo Series B Investor Deck External
Pendo Series B Investor Deck ExternalPendo Series B Investor Deck External
Pendo Series B Investor Deck External
 
Tinder Pitch Deck
Tinder Pitch DeckTinder Pitch Deck
Tinder Pitch Deck
 
Airbnb Pitch Deck From 2008
Airbnb Pitch Deck From 2008Airbnb Pitch Deck From 2008
Airbnb Pitch Deck From 2008
 
Intercom's first pitch deck!
Intercom's first pitch deck!Intercom's first pitch deck!
Intercom's first pitch deck!
 
Front series A deck
Front series A deckFront series A deck
Front series A deck
 

Similar to BetterWorks Goal Summit 2015: Putting Goal Science into Practice with Alex Moffit and Ciara Peter

3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...Paige Pulaski
 
Competency based feedback system workshop slides chadramowly
Competency based feedback system workshop slides  chadramowlyCompetency based feedback system workshop slides  chadramowly
Competency based feedback system workshop slides chadramowlyChandramowly :
 
Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"
Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"
Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"Heavybit
 
EO New Jersey Oct 2014
EO New Jersey Oct 2014 EO New Jersey Oct 2014
EO New Jersey Oct 2014 RESULTS.com
 
Learning's Big Data Problem: Measuring & Analyzing Impact Part 2
Learning's Big Data Problem: Measuring & Analyzing Impact Part 2Learning's Big Data Problem: Measuring & Analyzing Impact Part 2
Learning's Big Data Problem: Measuring & Analyzing Impact Part 2Watershed
 
How to manage poor performers learningtemplateslides
How to manage poor performers learningtemplateslidesHow to manage poor performers learningtemplateslides
How to manage poor performers learningtemplateslidesGhazali Md. Noor
 
Develop a Culture for Mission Driven Sales for CDFIs
Develop a Culture for Mission Driven Sales for CDFIsDevelop a Culture for Mission Driven Sales for CDFIs
Develop a Culture for Mission Driven Sales for CDFIsFriedman Associates
 
Setting smart objectives
Setting smart objectivesSetting smart objectives
Setting smart objectivesDr.Yaser Aref
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...IABC Houston
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara Fagan-Smith
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara Fagan-Smith
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara Fagan-Smith
 
IBA_HRMC Course Material
 IBA_HRMC Course Material IBA_HRMC Course Material
IBA_HRMC Course MaterialDilshad Hossain
 
Employee engagement survey
Employee engagement surveyEmployee engagement survey
Employee engagement surveypoojametiom
 

Similar to BetterWorks Goal Summit 2015: Putting Goal Science into Practice with Alex Moffit and Ciara Peter (20)

3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...
 
Competency based feedback system workshop slides chadramowly
Competency based feedback system workshop slides  chadramowlyCompetency based feedback system workshop slides  chadramowly
Competency based feedback system workshop slides chadramowly
 
Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"
Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"
Using OKRs to Drive Results AKA "Secrets To Crushing Your Goals"
 
EO New Jersey Oct 2014
EO New Jersey Oct 2014 EO New Jersey Oct 2014
EO New Jersey Oct 2014
 
Learning's Big Data Problem: Measuring & Analyzing Impact Part 2
Learning's Big Data Problem: Measuring & Analyzing Impact Part 2Learning's Big Data Problem: Measuring & Analyzing Impact Part 2
Learning's Big Data Problem: Measuring & Analyzing Impact Part 2
 
How to manage poor performers learningtemplateslides
How to manage poor performers learningtemplateslidesHow to manage poor performers learningtemplateslides
How to manage poor performers learningtemplateslides
 
Develop a Culture for Mission Driven Sales for CDFIs
Develop a Culture for Mission Driven Sales for CDFIsDevelop a Culture for Mission Driven Sales for CDFIs
Develop a Culture for Mission Driven Sales for CDFIs
 
Lean Transformation
Lean TransformationLean Transformation
Lean Transformation
 
1130 track1 stevens
1130 track1 stevens1130 track1 stevens
1130 track1 stevens
 
Setting smart objectives
Setting smart objectivesSetting smart objectives
Setting smart objectives
 
Modern Rating Methods
Modern Rating MethodsModern Rating Methods
Modern Rating Methods
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
 
Economics of trust_webinar
Economics of trust_webinarEconomics of trust_webinar
Economics of trust_webinar
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
 
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...
 
IBA_HRMC Course Material
 IBA_HRMC Course Material IBA_HRMC Course Material
IBA_HRMC Course Material
 
Employee engagement survey
Employee engagement surveyEmployee engagement survey
Employee engagement survey
 
Surveys for organizations
Surveys for organizationsSurveys for organizations
Surveys for organizations
 
How to Advance your Career
How to Advance your CareerHow to Advance your Career
How to Advance your Career
 

More from BetterWorks

1% of your day to change the other 99%
1% of your day to change the other 99%1% of your day to change the other 99%
1% of your day to change the other 99%BetterWorks
 
Bridging Business and HR
Bridging Business and HRBridging Business and HR
Bridging Business and HRBetterWorks
 
How We Get Feedback Wrong
How We Get Feedback WrongHow We Get Feedback Wrong
How We Get Feedback WrongBetterWorks
 
Fearless Accountability: Create Teams That Won't Let Each Other Fail
Fearless Accountability: Create Teams That Won't Let Each Other FailFearless Accountability: Create Teams That Won't Let Each Other Fail
Fearless Accountability: Create Teams That Won't Let Each Other FailBetterWorks
 
How to Definitively, Completely, Utterly Eradicate Stress From Your Life
How to Definitively, Completely, Utterly Eradicate Stress From Your LifeHow to Definitively, Completely, Utterly Eradicate Stress From Your Life
How to Definitively, Completely, Utterly Eradicate Stress From Your LifeBetterWorks
 
Accelerate Effectiveness: Why Can't We All Just Get Aligned?
Accelerate Effectiveness: Why Can't We All Just Get Aligned?Accelerate Effectiveness: Why Can't We All Just Get Aligned?
Accelerate Effectiveness: Why Can't We All Just Get Aligned?BetterWorks
 
Goal Examples for Human Resources
Goal Examples for Human ResourcesGoal Examples for Human Resources
Goal Examples for Human ResourcesBetterWorks
 
Goal Examples for Finance
Goal Examples for FinanceGoal Examples for Finance
Goal Examples for FinanceBetterWorks
 
Goal Examples for Customer Success
Goal Examples for Customer SuccessGoal Examples for Customer Success
Goal Examples for Customer SuccessBetterWorks
 
Goal Examples for Agile Engineering
Goal Examples for Agile EngineeringGoal Examples for Agile Engineering
Goal Examples for Agile EngineeringBetterWorks
 
Goal Examples for Call Center
Goal Examples for Call CenterGoal Examples for Call Center
Goal Examples for Call CenterBetterWorks
 
Goal Examples for Design
Goal Examples for DesignGoal Examples for Design
Goal Examples for DesignBetterWorks
 
Goal Examples for Marketing
Goal Examples for MarketingGoal Examples for Marketing
Goal Examples for MarketingBetterWorks
 
Goal Examples for Sales
Goal Examples for SalesGoal Examples for Sales
Goal Examples for SalesBetterWorks
 
Goal Examples for Engineers
Goal Examples for EngineersGoal Examples for Engineers
Goal Examples for EngineersBetterWorks
 
Goal Examples for Support Teams
Goal Examples for Support TeamsGoal Examples for Support Teams
Goal Examples for Support TeamsBetterWorks
 

More from BetterWorks (16)

1% of your day to change the other 99%
1% of your day to change the other 99%1% of your day to change the other 99%
1% of your day to change the other 99%
 
Bridging Business and HR
Bridging Business and HRBridging Business and HR
Bridging Business and HR
 
How We Get Feedback Wrong
How We Get Feedback WrongHow We Get Feedback Wrong
How We Get Feedback Wrong
 
Fearless Accountability: Create Teams That Won't Let Each Other Fail
Fearless Accountability: Create Teams That Won't Let Each Other FailFearless Accountability: Create Teams That Won't Let Each Other Fail
Fearless Accountability: Create Teams That Won't Let Each Other Fail
 
How to Definitively, Completely, Utterly Eradicate Stress From Your Life
How to Definitively, Completely, Utterly Eradicate Stress From Your LifeHow to Definitively, Completely, Utterly Eradicate Stress From Your Life
How to Definitively, Completely, Utterly Eradicate Stress From Your Life
 
Accelerate Effectiveness: Why Can't We All Just Get Aligned?
Accelerate Effectiveness: Why Can't We All Just Get Aligned?Accelerate Effectiveness: Why Can't We All Just Get Aligned?
Accelerate Effectiveness: Why Can't We All Just Get Aligned?
 
Goal Examples for Human Resources
Goal Examples for Human ResourcesGoal Examples for Human Resources
Goal Examples for Human Resources
 
Goal Examples for Finance
Goal Examples for FinanceGoal Examples for Finance
Goal Examples for Finance
 
Goal Examples for Customer Success
Goal Examples for Customer SuccessGoal Examples for Customer Success
Goal Examples for Customer Success
 
Goal Examples for Agile Engineering
Goal Examples for Agile EngineeringGoal Examples for Agile Engineering
Goal Examples for Agile Engineering
 
Goal Examples for Call Center
Goal Examples for Call CenterGoal Examples for Call Center
Goal Examples for Call Center
 
Goal Examples for Design
Goal Examples for DesignGoal Examples for Design
Goal Examples for Design
 
Goal Examples for Marketing
Goal Examples for MarketingGoal Examples for Marketing
Goal Examples for Marketing
 
Goal Examples for Sales
Goal Examples for SalesGoal Examples for Sales
Goal Examples for Sales
 
Goal Examples for Engineers
Goal Examples for EngineersGoal Examples for Engineers
Goal Examples for Engineers
 
Goal Examples for Support Teams
Goal Examples for Support TeamsGoal Examples for Support Teams
Goal Examples for Support Teams
 

Recently uploaded

Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxTexas Flange
 
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdfInnomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdfInnomantra
 
A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...
A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...
A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...prakheeshc
 
hyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementshyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementsirhcs
 
Toyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsToyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsStefan Wolpers
 
Unlocking Growth The Power of Outsourcing for CPA Firms
Unlocking Growth The Power of Outsourcing for CPA FirmsUnlocking Growth The Power of Outsourcing for CPA Firms
Unlocking Growth The Power of Outsourcing for CPA FirmsYourLegal Accounting
 
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证ogawka
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsCaitlinCummins3
 
How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...
How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...
How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...YourLegal Accounting
 
Goal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptx
Goal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptxGoal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptx
Goal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptxNetapsFoundationAdmi
 
tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)Norah Medlin
 
HAL Financial Performance Analysis and Future Prospects
HAL Financial Performance Analysis and Future ProspectsHAL Financial Performance Analysis and Future Prospects
HAL Financial Performance Analysis and Future ProspectsRajesh Gupta
 
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.daisycvs
 
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot ReportFuture of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot ReportDubai Multi Commodity Centre
 
What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...srcw2322l101
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfmstarkes24
 
Moradia Isolada com Logradouro; Detached house with patio in Penacova
Moradia Isolada com Logradouro; Detached house with patio in PenacovaMoradia Isolada com Logradouro; Detached house with patio in Penacova
Moradia Isolada com Logradouro; Detached house with patio in Penacovaimostorept
 
00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![© ر
00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![©  ر00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![©  ر
00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![© رnafizanafzal
 
Navigating Tax Season with Confidence Streamlines CPA Firms
Navigating Tax Season with Confidence Streamlines CPA FirmsNavigating Tax Season with Confidence Streamlines CPA Firms
Navigating Tax Season with Confidence Streamlines CPA FirmsYourLegal Accounting
 

Recently uploaded (20)

Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
 
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdfInnomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
Innomantra Viewpoint - Building Moonshots : May-Jun 2024.pdf
 
A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...
A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...
A BUSINESS PROPOSAL FOR SLAUGHTER HOUSE WASTE MANAGEMENT IN MYSORE MUNICIPAL ...
 
hyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementshyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statements
 
Toyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & TransformationsToyota Kata Coaching for Agile Teams & Transformations
Toyota Kata Coaching for Agile Teams & Transformations
 
Unlocking Growth The Power of Outsourcing for CPA Firms
Unlocking Growth The Power of Outsourcing for CPA FirmsUnlocking Growth The Power of Outsourcing for CPA Firms
Unlocking Growth The Power of Outsourcing for CPA Firms
 
Home Furnishings Ecommerce Platform Short Pitch 2024
Home Furnishings Ecommerce Platform Short Pitch 2024Home Furnishings Ecommerce Platform Short Pitch 2024
Home Furnishings Ecommerce Platform Short Pitch 2024
 
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
如何办理(SUT毕业证书)斯威本科技大学毕业证成绩单本科硕士学位证留信学历认证
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metrics
 
How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...
How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...
How Bookkeeping helps you in Cost Saving, Tax Saving and Smooth Business Runn...
 
Goal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptx
Goal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptxGoal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptx
Goal Presentation_NEW EMPLOYEE_NETAPS FOUNDATION.pptx
 
tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)tekAura | Desktop Procedure Template (2016)
tekAura | Desktop Procedure Template (2016)
 
HAL Financial Performance Analysis and Future Prospects
HAL Financial Performance Analysis and Future ProspectsHAL Financial Performance Analysis and Future Prospects
HAL Financial Performance Analysis and Future Prospects
 
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
Abortion pills in Muscut<Oman(+27737758557) Cytotec available.inn Kuwait City.
 
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot ReportFuture of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
Future of Trade 2024 - Decoupled and Reconfigured - Snapshot Report
 
What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...What is paper chromatography, principal, procedure,types, diagram, advantages...
What is paper chromatography, principal, procedure,types, diagram, advantages...
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdf
 
Moradia Isolada com Logradouro; Detached house with patio in Penacova
Moradia Isolada com Logradouro; Detached house with patio in PenacovaMoradia Isolada com Logradouro; Detached house with patio in Penacova
Moradia Isolada com Logradouro; Detached house with patio in Penacova
 
00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![© ر
00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![©  ر00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![©  ر
00971508021841 حبوب الإجهاض في دبي | أبوظبي | الشارقة | السطوة |❇ ❈ ((![© ر
 
Navigating Tax Season with Confidence Streamlines CPA Firms
Navigating Tax Season with Confidence Streamlines CPA FirmsNavigating Tax Season with Confidence Streamlines CPA Firms
Navigating Tax Season with Confidence Streamlines CPA Firms
 

BetterWorks Goal Summit 2015: Putting Goal Science into Practice with Alex Moffit and Ciara Peter

  • 1. GOAL SUMMIT 2015 Putting Goal Science into Practice Alex Moffit, BetterWorks Ciara Peter, BetterWorks April 16, 2016
  • 2. 2 A Brief History 2012 GST Goal Science Thinking! 1967 1973 1981 1984 1990 1999 S.M.A.R.T. George Doran’s “S.M.A.R.T. Way” MBOs The Effective Executive By Peter Drucker
  • 3. 3 The Good and Bad of MBOs The Good The Bad • Infrequently updated • Siloed • Management-driven • Tied to performance reviews and compensation • MBOs ushered in era of results-oriented management
  • 4. 4 The Good and Bad of SMART Goals • Attainable: research has proven that challenging goals are better • SMART only focuses on the setting of goals, not the pursuing • Specific: absolutely critical • Measurable: good when appropriate • Relevant: aligned goals are better goals • Timely: deadlines boost performance • Better than no goals The Good The Bad
  • 5. 5 A Brief History 20121967 1973 1981 1984 1990 1999 S.M.A.R.T. George Doran’s “S.M.A.R.T. Way” MBOs The Effective Executive By Peter Drucker OKRs John Doerr introduces OKRs to Google
  • 6. 6 A Brief History • Objectives and Key Results (OKRs) are invented at Intel • KPCB’s John Doerr brings OKRs to Google and more Benefits • Quarterly vs. Annual process • Transparent and aligned • Aspirational • Not directly tied to performance reviews/compensation
  • 7. 7 How High Performing Companies Manage Goals Open Transparent and all individuals participate Measurable Metrics and milestone based goals Frequent Quarterly and monthly check-ins
  • 8. 8 A Brief History Today Goal Science Goal Science Thinking! 1967 1973 1981 1984 1990 1999 S.M.A.R.T. George Doran’s “S.M.A.R.T. Way” MBOs The Effective Executive By Peter Drucker OKRs John Doerr introduces OKRs to Google
  • 9. 9 Goal Science Thinking • A set of principles that helps people achieve their goals ‒ Better goal-setting and goal-pursuing ‒ Enhances SMART goal-setting • Supports Operational Excellence • Goal Science thinking is based on: ‒ Leading academic research ‒ Consumer engagement techniques ‒ Data from our platform
  • 10. 10 Goal Science™ Pillars Connected Supported Progress-based Adaptable Aspirational
  • 11. 11 Goal Science™ Pillars Connected Transparent and all individuals participate
  • 12. 12 How we do it Flexible goal contribution structure allows top down, bottoms up, and horizontal collaboration
  • 13. 13 Stats Do people care about other people’s goals? 27% of @mentions are made by someone other than the goal owner
  • 14. 14 Stats How important are top company goals? People view their manager’s goals 20% more often than their own
  • 15. 15 Stats How does manager engagement influence behavior? Managers who check in to a goal bi-weekly increase child goal check ins by 63%
  • 16. 16 Supported Working transparently with social reinforcement and recognition Goal Science™ Pillars
  • 17. 17 How we do it Dashboard Stats Display dashboard stats to promote engaging behaviors
  • 18. 18 Work Profile Working transparently with social reinforcement and recognition How we do it
  • 19. 19 Which social actions are most effective? @mentions, comments, follows have the highest open rates Stats
  • 21. 21 How we do it Design for primary use cases on mobile, reduce friction to check in and check on team
  • 22. 22 How we do it Company Dashboards Real time company, department, and team progress stats
  • 23. 23 Stats Does the frequency of check ins really matter? Goals updated in the first month are 3x more likely to be updated Goals that have between 6-10 are in the goldilocks zone Less than monthly Greater than monthly Weekly 97.20 93.75 82.53
  • 24. 24 Goal Science™ Pillars Adaptable Flexibility to respond to changing business needs
  • 25. 25 How we do it Editable goals are adaptable but accountable Goals are edited twice as often as they are created
  • 26. 26 Stats 88% of stall points are within the control of the company High agility orgs: More likely to capitalize on change High agility employees: More likely to be top quartile performers 4.5x 3.5x
  • 28. 28 How we do it Self-assessment via scoring allows user to note insights about the goal’s achievement
  • 29. 29 Stats Do people with aspirational goals really know how they’re doing? 70% of users downloaded goal summary in Q1
  • 30. 30 Stats Aspirational goal setting using BetterWorks Top-performing department at an industry leading energy company Average progress: 82% Average score: 97%
  • 31. 31 Goal Science Questions What? Who? When? How? Why? Concrete and focused You and your coworkers Continually Progress and feedback Make an impact • You know exactly what your goals are, and how they interrelate to your business as a whole. • You focus on 3-5 goals at a time. • Your goals are quantifiable with clear metrics and milestones. • Your goals are yours to create and own, but they connect to others too. • Having a supportive community alongside you increases goal progress. • The aspirational, future goals you want take time. You have smaller steps along the way to help reach them. • The workplace is dynamic. Adapting goals when appropriate helps you stay flexible and on track. • Progress is the positive force motivating you to do your best. • Achieving small steps makes feedback relevant, which further fuels momentum. • You want to accomplish challenging things at work, and make a difference. • Mastering aspirational, meaningful goals leads to greater engagement, performance, and satisfaction at work.

Editor's Notes

  1. Create visibility- Everyone’s goals are visible across the company, openly available for anyone to see this helps not only with visibility, but also with alignment since goals can then be easily set top-down, bottom-up and even sideways/cross-functionally. Encourage stretch and aspirational goals- Everyone is required to set aspirational goals and encouraged to stretch to achieve them; This is done by typically uncoupling the goal setting process from the compensation process in companies Manage quarterly- Goal Setting takes place quarterly (not annually), and check-ins happen throughout the quarter to track goal progress..
  2. Thanks, Alex. Now that we’ve taken a look at the history of goals and some of the guiding principles, I’m going to introduce the 5 pillars of Goal Science. These pillars were created from the ideas Alex just talked about, and are the backbone for our product and the way we run company here at BetterWorks. We’ll go over the concept behind each, the ways we use it in practice, and some interesting stats we’ve discovered through our customers.
  3. The first pillar is connected. There is a lot of research around the new millennial workforce, and it shows the #1 factor in choosing a job is meaning. They want to work for companies that are doing good and give them a sense of purpose. Yet, only 7% of knowledge workers know their company’s business strategy. On a similar note, only 6% of managers have meetings to set goals throughout the year. So there’s a big disconnect between what employees need to be successful and what they’re getting from their organization We also know that org structures are shifting and relationships aren’t just between managers and their directs anymore. We need to build for matrix and project teams so people can see how the work they’re actually doing is recognized by their organization.
  4. To put that into practice, we connect about 70% of our goals here at BetterWorks, and that means aligned upward, downward, or horizontally to connect our team projects.. In this example, we have a team that’s aligned to a company level user research goal, so we can see everyone’s tracking against the goal and use it as a launching point to capture links to all of the research that’s being done across teams.
  5. Another feature in BetterWorks is @mentions, which notifies someone if they’re mentioned on a goal. We’ve found that 27% of @mentions are made by someone who doesn’t own the goal. This means that ⅓ of conversations on goals are by people who have some connection to the goal even though they’re not specifically accountable for it, and have now looped in a 3rd person, who is also in some way connected to it. So you can see it’s really important to support ad hoc relationships that go beyond the org structure.
  6. Another way to see how work is connected in BetterWorks is the goal chart. This shows how goals are aligned, independent to the structure of the org chart. An interesting stat here is that of all the people who navigate to the goal chart, they actually view the top company goals 7% more than they view their own, and they view their manager’s goals 20% more often than they view theirs. This shows how important it is to see linkage between goals and draw inspiration from goals higher up in the company.
  7. Continuing on the topic of manager goals, manager activity is a pretty significant motivator of goal progress as well. We’ve found that when managers check in to a goals bi-weekly, the contributing goals are 63% more likely to also receive a check in.
  8. Building on connectedness is the next pillar, supported. When people set transparent goals, there’s an implied social contract that comes with making a public commitment to something. It makes employees accountable for their goals, but it also makes their co-workers accountable for helping them achieve their goals. Earlier we talked how important it is when people are choosing a job to be connected to the mission. Well, the #1 factor for happiness at work is appreciation of the work. Let’s see how it’s put in action at BetterWorks.
  9. In the BetterWorks dashboards, you can see the stats of all people leading social behaviors. This is important because these drive the most engagement with your goals. One stat we found is that 90% of cheers resulted in a cheer or nudge on another person’s goals, what we call the tornado effect.
  10. On the work profile, we track all the accomplishments a person has made over time, so they can be recognized for their work. And also their social behavior so we can draw insights on how they're contributing to the organization.
  11. And I just want to spend a minute talking about some stats around supportive behavior. The #1 topic for goal comments is about goal setting and goal quality. So people are motivated to help other people set high quality goals. 30% of mobile users open their team list. So almost as important as checking in to their own goals, people want to have a more integrated experience where they can manage on the go.
  12. The next pillar is progress based. As Alex mentioned before, one of the main differences between goal science and all of the goal setting methodologies of the past is that rather than just setting and forgetting, the new way of goal thinking is around capturing frequent progress to drive the accomplishment of goals. The first companies to really get this right were the fitness trackers like Fitbit and Jawbone. Fitbit users take 43% more steps than non-Fitbit users. On average, they lose 13 points. Jawbone users who achieved major weight loss logged 75% more meals than those who didn’t. So there’s a direct correlation between tracking your goals and achieving them. This also applies in the workplace. People want frequent, measurable feedback that’s easy to digest visually. Here are some examples.
  13. We use the BetterWorks mobile app to check in to goals. Simplify the experience to focus on quick progress check ins and social actions
  14. We can also see real time progress on the BetterWorks dashboards. So, we can see the health of the company or team’s goals, departments that are contributing, and what’s at risk.
  15. The frequency of check ins is also tied closely to goal completion. Goals that have 6-10 milestones are great. because they encourage bi-weekly or weekly check ins, over the course of a quarter.
  16. Something that often gets overlooked in traditional goal setting processes is adaptability. When goals are set at an annual cadence, it’s almost like having no goals at all. Highly agile or quarterly goal setting organizations are found to exponentially more likely to capitalize on change, have cultures that foster innovation and trust, and value creativity. Yet in most organizations, 2/3 of managers don’t revise their goals at all throughout the year. Let’s look at some of the ways we support adaptability at BetterWorks.
  17. Any goal in BetterWorks can be edited by their owner, and the right people are notified when that change is made. This lets people change their goals to reflect pivots in the business, but keeps a trail of the goal history for accountability and accuracy.
  18. Here are just some of the state we mentioned earlier about the difference between high and low agility orgs. According to CEB, research, about 88% of stall points in a company’s growth are actually within control of the organization. So it’s important to have the ability to change goals mid course in case there are unexpected strategy changes.
  19. The last pillar of goal science is aspirational In traditional systems where goals are annual and tied to compensation, people are much less likely to set aspirational goals. At companies like Google, they set stretch goals because they produce the highest levels of effort and performance, and even 70% achievement can be considered a win. In aspirational goal setting practice, at least 50% of goals should originate from employees, not corporate. When employees participate, they’re much more able to reach previously unattainable goals.
  20. We also self-assess our goals at the end of the period to track our evaluation of goal accomplishment. So someone who sets an aspirational goal and reaches 70% might give themselves a 10/10 score for the work that went into the goal, and also comment on the goal to reflect on achievement.
  21. One way we support this in BetterWorks is providing a summary of goal activity, that is more about the record of work than running performance reviews. This way, people get credit for the work, check ins, and behaviors, but the work is not directly tied to compensation. Some people even post this behind their desk to show their current status. In Q1 this year, the goal summary was downloaded or printed by over 70% of BetterWorks users, including individuals, so it shows people are interested in keeping up to date with their own progress throughout the year, not just when it’s time for their performance reviews.
  22. On that note, here are some interesting stats about one of our customers. Their average goal progress at completion is 82%, but their average score is 97%. So a score can add additional context into the lifecycle of that project while keeping accurate track of progress at the end. Risk is up to you