This article is intended for managers.

There are two ways to create objectives: during a dedicated review cycle initiated by your HR/management team, or directly in the Objectives tab.

In both cases, you will be able to complete the objective in the same way:

• 1️⃣ Creating a objective
• 2️⃣ Objective information
• 3️⃣ Adding key results
• 4️⃣ Objective evaluation
• 🙋🏻 Questions

1️⃣ Creating a objective

Click on Create a new objective

💡 Note: in the case of a first objective evaluation review cycle, you may not have any goals that come down in the review, you can always carry them over by clicking on Add an objective to be evaluated.

2️⃣ Objective information

Give your objective a title (mandatory), and if you wish a description and a deadline.

If your organization has objective weighting enabled, you will need to give your objective weight.

More information on the weighting of objectives in this article.

3️⃣ Adding key results

Add, if you wish, indicators by clicking on Add a key result: these are "Sub-goals" that will help you meet the overall objective.

At the level of KPIs, you can add measurement criteria, especially for measurable goals.
To do so, click on Measure this KPI:

This will allow you to define a Start value and a Target value.

The Start and Target values must be numerical data.

4️⃣ Objective evaluation

At the time of the assessment, you have several options:

The objective to be evaluated has no indicators

In this case, you can enter the percentage of achievement directly:

The objective to be evaluated has "non-measurable" indicators

In the case of indicators that are not "measurable", you can either check the notch on the left of the indicator, thus setting the level of achievement to 100%, or directly indicate a percentage of achievement instead of "--%".

The objective to be evaluated has "measurable" indicators

In the case of "measurable" KPI, you will enter the Result, automatically calculating the percentage of achievement of this KPI.

💡 Note: the percentage of achievement of the global objective is calculated automatically (see 82% above). It is nevertheless possible to modify it "by hand" by clicking on it: the system informs you however that the percentage indicated does not correspond to the calculated average.

🙋🏻 Questions

➡️ What is the purpose of weighting?

When weighting is enabled, the average completion of all objectives is measured by taking into account the importance of one objective over another, and of indicators over each other. This allows for greater precision in the overall calculation, especially when the achievement of objectives is correlated with a variable salary or a bonus.

More information on the weighting of objectives in this article.

➡️ What is a period?

A period allows you to create/fix goals over a given period of time, which can then be evaluated during a review and then archived by given periods.

➡️ Who can create and edit goals? Who can indicate the completion rate? Can this be done at any time or just during the review?

During a first goal evaluation campaign, when the platform is deployed: all employees and their managers will have the possibility to fill in and modify their current goals and evaluate them. As long as the review is not shared by the employee and the evaluator, the objectives can be modified either in the review or via the Objectives tab (for the employee) or My team (for the manager).

When the review is shared, the objectives can be modified afterwards, outside a campaign. The employee will be able to modify them via his or her Objectives tab > current period, and the manager via the My Team tab > employee profile. The next review cycle to evaluate the collaborator's current objectives will take into account the possible modifications of the objectives made after the sharing of the previous review: the modified objectives are the ones that will come back in the review to be evaluated.

Admins have the possibility to restrict the setting and evaluation of goals to evaluators only, by setting the template in the goal setting block. Employees will be able to view the goals set by their appraiser, but will not be able to add, change or enter a percentage of achievement at any time.

➡️ Can we create qualitative objectives in Elevo?

It is completely possible to fill in qualitative objectives for an employee in Elevo.

There are no specific constraints or instructions on the Elevo side for filling in an objective. For example, you can put something unquantified in the title or description of a target.

However, the evaluation of the objective will remain identical to the evaluation of a quantitative objective, by entering a percentage of achievement.

➡️ How do you keep track of the completion rate? Is there a history of changes? Is the manager notified?

Goals are a living, shared space between a collaborator and his or her evaluator.

If the employee enters a percentage of completion and the evaluator comes to change it, Elevo will keep the last change, and no history is generated. The manager is not notified if the employee makes changes to his or her objectives.

To keep track of the completion rate, some of our clients will ask the employee to enter the percentage of completion of each of their goals in the dedicated comment area.

If a review has been shared by the employee and the evaluator, Elevo will take a screenshot of the content of the review (comments and objectives). If the employee subsequently modifies his or her objectives, the manager will not be notified, but will be able to consult the initial version of the objectives shared in the review (via the My Team tab).

We still recommend that the setting and evaluation of objectives be done in a collaborative manner between the employee and his/her reviewer during the physical/visual exchange.

➡️ What are the colored flags to the left of the objective title for?

These flags allow you to color-code the objectives according to, for example, the category they belong to. They are optional.

Example for a manager:

• In red: Objectives related to my management and my communication with my team,
• In green: Objectives related to KPIs,
• In yellow: Objectives related to my skills.