What about goal setting? Can goals and progress still be documented if desired? How are goals evaluated in a Check-in?

One of the focus areas of Check-in Conversations is: identifying goals, clarifying expectations, aligning priorities, reviewing progress or barriers, and adjusting for changes. This enables the individual and team to be more agile, engaged, and productive. This can be done verbally without requirement for explicit documentation, data entry, or capture in any central PM system. However yes, this may be documented if the manager finds value in doing so. Workday tools for Goals and Development Items remain readily available as resources to use and are encouraged. Writing down summary information does help drive effective communication by clarifying understanding and providing a framework, structure and reference. This will be at the manager’s discretion.

Other subtle yet important shifts to note are:

1. Goals are not a contract set in stone and never adjusted but instead a tool to communicate the few large things that are important for the organization/unit/team to accomplish long term with priorities being the things each person needs to take care of right now (daily, weekly, monthly) before it’s possible to accomplish the larger goals. These may change as conditions change therefore goals and priorities should be frequently revisited in Check-in Conversations to clarify, align, and update with feedback and development incorporated when relevant
2. Business goals and metrics will continue to be set as part of planning with the leader’s role being to communicate and cascade those to team members then leverage performance management to tie individuals’ roles and priorities to and align with those organizational objectives in an ongoing manner.