This article is intended for managers.

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

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

• 1️⃣ Creating an objective in draft form
• 2️⃣ Filling in the objective
• 3️⃣ Adding key results
• 4️⃣ Publishing the objective
• 5️⃣ Objective evaluation
• 🙋🏻 Questions

1️⃣ Creating an objective in draft form

Any objective created by a manager/reviewer/admin first passes through the draft stage, where it will not be visible to the employee. To make it visible, you'll need to go through the objective publication stage (described later in this article).

To create a draft objective, you have two options:

• by clicking on "Add", you can create a goal from scratch,
• by clicking on "Import", you can duplicate an objective from another period or from another employee.

2️⃣ Filling in the objective

Here you can :

• Give the objective a title (mandatory),
• Add a description (optional),
• Add a due date (optional),
• Add a weight for the objective (appears and is only mandatory if it has been activated for your organization).

3️⃣ Adding key results

If necessary, it is possible to add indicators (KPI's) that will enable the objective to be broken down into several "sub-objectives".

💡 Please note that the weighting of these indicators is only available if it has been activated on your space. If so, it is mandatory.

If the KPI are measurable, you can also add measurement criteria by clicking on the menu at the end of the line, then on "Measure this KPI". You can then define a Start value and a Target value, both of which must be quantified.

4️⃣ Publishing the objective

Once you wish to make the objective visible to the employee, you have the option of publishing it.

💡 Please note that it is possible to publish draft objectives created by other users. For example: I'm the manager of an employee and an admin has added a draft objective to the employee's interview. I can publish this goal created by the admin at the same time as the goals I've created myself.

There are three ways of publishing:

• Publish a single objective (from the employee profile or during a review)
• Publish all draft objectives (from the employee profile or during a review)
• During a review, by sharing your comments as the main reviewer

Publish a single objective (from the employee profile or during a review)

Publish all draft objectives (from the employee profile or during a review)

During a review, by sharing your comments as the main reviewer

💡 Please note that no notification is sent to the employee to inform him of the sharing of objectives. They can consult them from their review or from their profile.

How do I unpublish an objective?

In the event of an error or need for modification, admins, managers and reviewers can unpublish an objective.

To do so, click on the menu at the top right of each objective, then select "Unpublish this objective". It is not possible to do this for several objectives at once.

⚠️ Warning: If comments have been added by the employee or one of the reviewers to the review containing the objectives, these will be removed when the objective is unpublished, for reasons of consistency.

5️⃣ 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.

💡 Please note that 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.

Tracking changes

Once objectives have been published, it is possible to track the various modifications made to them.

To find out more: Access an employee's objectives history

🙋🏻 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 employee'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 an employee 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.