Every organization needs to set, and communicate clear goals to keep their teams productive, focused, and engaged. Truly knowing how work is aligned to strategy is key to success. And yet, without a system of record that connects your strategy and goals with the work in the organization, attaining alignment can be really difficult. Welcome to Workfront Goals. Goals helps you define, communicate, and achieve strategic outcomes by connecting strategy to work, execution, and delivery. You can focus everyone’s efforts on what truly matters, make progress measurable, and enable teams to accomplish amazing results. People can do their best work knowing that their contributions have a meaningful impact. Workfront goals is an add-on module for the core Workfront work management platform. Goals leverages many of Workfront setup and configuration entities such as users, teams, groups, et cetera. Primary objects utilized within Workfront Goals. Goal. A goal is the overall outcome you wish to achieve. You can create multiple goals for a defined period of time. Each goal will have an owner, typically an individual or team, although groups can also be used. Result. A result is an indicator of success of the goal. Each goal can have one or more results, and these will be how you measure successful achievement of the goal. Measurable results are also important in connecting work to strategies so that teams more clearly understand how work achievements affect the business. Activity. An activity is a primary action that needs to take place to gain a result. Add one or more activities to a goal in order to indicate what work has been planned to achieve that goal. Activities also let you align projects in Workfront to goals you set in Workfront Goals. -
Designate accountable individuals
Before you begin configuring Workfront Goals, you need to identify the individuals in your organization who will be accountable for leading the achievement of each goal.
There are a few ways to do this. Workfront recommends sketching out your organization chart. There likely will be several layers of goal owners. Start with top-level leadership, then identify the teams and team members responsible for executing the work required to deliver these desired results. They need context of what goals they are working toward in order to produce their best work.
Next, take a step back and look at your people. Determine who needs full manage/edit access, view only access, and no access at all. The number with no access at all should be relatively small, as most everyone will at least need to view goals for strategic context.
NOTE
When identifying the primary goal owners, take into consideration that you are setting strategic goals for enterprise outcomes, not personal development goals. Workfront recommends you only add developmental goals that directly contribute to or drive business and enterprise goals.
We’ll show you how to set up and configure your settings in Workfront Goals, Part 2: Create and manage your goals.
