Team Member Individual Goal Setting for Managers

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In this video, we emphasize the importance of goal setting as a team manager, highlighting that strong relationships with direct supervisors significantly impact employee retention. We walk you through how to effectively use Bloom to track and set goals for your team members, ensuring they align with their career aspirations and our organizational success. We recommend maintaining no more than four open goals per employee and conducting monthly one-on-one feedback sessions to discuss progress. Additionally, we encourage collaborating with HR to create evaluation forms that facilitate ongoing dialogue about goal achievement. If you have any questions, please click the support button for assistance.

Key Steps

1. Importance of Goal Setting 0:00

• Goal setting is crucial for employee retention and engagement.

• Strong relationships with supervisors enhance goal achievement.

 

2. Accessing Team Goals in Bloom 0:46

• Log into Bloom and navigate to 'My Team'.

• Select a team member to view their goals.

 

3. Reviewing Active Goals 1:18

• Click on 'Goals' to view active goals.

• Check the completion status of each goal.

 

4. Verifying Goal Relevance 1:59

• Discuss with the employee if the goals are still relevant.

• Assess the completion percentage and adjust if necessary.

 

5. Setting Up a New Goal 2:07

• Ensure the goal includes:

  • Name, start and end date.

  • Importance and priority level.

  • Completion percentage.

 

6. Defining Goal Components 2:54

• Clarify why the goal is important to the employee.

• Set measurable objectives and action plans.

• Define success metrics and required support.

 

7. Documenting Goal Progress 5:21

• After goal completion, determine if it was met, pending, or not met.

• Add notes for progress updates.

 

8. Creating New Goals 6:42

• Click 'Add Goal' to open a new goal screen.

• Follow the same steps as for existing goals.

 

9. Monthly Review Sessions 7:19

• Conduct monthly one-on-one feedback sessions to review goals.

• Limit open goals to four at any time.

 

10. Collaborating with HR 8:06

• Work with HR to create evaluation forms for tracking goals.

• Ensure forms allow for self-reviews by employees.

Cautionary Notes

• Ensure that all goal components are completed to avoid confusion.

• Regularly update goals to reflect current priorities and progress.

Tips for Efficiency

• Schedule monthly reviews in advance to ensure consistency.

• Encourage employees to take ownership of their goals for better engagement.