Add new employee onboarding goals (30/60/90-day goal plans)

Scenario

Create a 30/60/90-day goal plan for new hires to quickly align with company goals during the onboarding period.

Objectives

• Ensure new hires can quickly align with company objectives during their onboarding period.

• Provide a structured, milestone-based goal plan for the onboarding process.

• Track and assess the onboarding progress to ensure smooth integration and productivity.

People Involved/Stakeholders

• Employee (New Hire): Sets onboarding goals aligned with 30/60/90-day milestones and tracks progress.

• Manager: Reviews and provides feedback on the new hire’s goals at each milestone and supports their integration.

• HR Administrator (HR Admin): Configures the onboarding goal-setting environment, monitors progress, and ensures alignment with company objectives.

Preconditions

• The new hire and manager must have access to the Goal Plan feature in the greytHR PMS.

• An onboarding goal template should be available, or goal-setting must be enabled for the onboarding period.

• New hires and managers should understand the onboarding process and expected milestones.

Steps to Add Onboarding Goals for a New Employee in greytHR PMS:

Log in to the greytHR Admin portal and go to Performance Management > Goal Plans.

1. Create a New Goal Plan
   Click Create Plan and select the appropriate Onboarding Goal Plan type, specifically for new hires.

2. Set Goal Plan Details

   1. Enter the goal plan name, description, and duration covering the 30/60/90-day milestones.

   2. Optionally, upload a policy document outlining the onboarding objectives for the new hire’s reference.

3. Select Employees: Add the new hire to the onboarding goal plan by clicking + Add Employees.

4. Define Timelines and Controls

   1. Set deadlines for each milestone (e.g., 30-day, 60-day, and 90-day goals).

   2. Configure reminders to notify employees and managers of upcoming milestones.

5. Configure Goal Categories and Weightage

   1. Define categories like Learning, Company Systems, Project Involvement, and Probation Requirements.

   2. Assign weightages to prioritize specific onboarding tasks or goals.

6. Assign Role-Based Controls: Set permissions so that the new hire can view and update goals, while managers can review, edit, and provide feedback.

7. Review and Save the Goal Plan: Check details in the Summary section and click Save to save the plan as a draft.

8. Activate the Goal Plan: In the Drafts tab, click Activate. Once activated, the plan cannot be edited.

9. Notify New Hire and Manager: Use the Notify button to send reminders, prompting the new hire to start setting up and working on goals.

Employee Action: Set SMART Goals

1. The new hire logs into Performance Management > Goal Plans, clicks Create Goal, and fills out the details based on SMART criteria for each milestone:

   1. Specific: Clearly define the task or learning objective.

   2. Measurable: Outline how progress will be tracked.

   3. Achievable: Ensure the goal is realistic for the onboarding period.

   4. Relevant: Align the goal with role-specific responsibilities and company objectives.

   5. Time-bound: Set a deadline for each milestone.

Manager Action: Review and Feedback

• The manager reviews each goal, provides feedback if needed, and either approves or requests modifications.

• Throughout the onboarding period, the new hire tracks and updates goal progress as they complete each milestone.

Postconditions

• The onboarding goals are added to the new hire’s Goal Plan and are tracked throughout the 30/60/90-day onboarding period.

• The new hire receives periodic reminders and can update progress as they work toward each milestone.

• Managers and HR can monitor progress and provide real-time feedback, ensuring alignment and support.

Tips and tricks to manage goal plans

1. Spending too much time creating new goal plans from scratch.
   Solution: Clone existing goal plans to reuse configurations and save time.

2. Employees need flexibility to adjust their goals after the cycle starts.
   Solution: Define a window of time during which employees can modify their goals to accommodate necessary changes.

3. Finding it difficult to track goal progress regularly.
   Solution: Automate weekly or monthly check-in reminders to keep employees and managers on top of their progress.

4. Some tasks or goals need higher priority over others.
   Solution: Assign weightage to goals to ensure key tasks are prioritized.

5. Need a quick way to monitor employee’s goal progress.
   Solution: Use the Not Started, In Progress, and Completed columns to track goal statuses at a glance.

6. Difficulty in organizing and analyzing goal data.
   Solution: Use pivot mode, grouping options, and filters to view and organize data from different perspectives and gain better insights.

Recommended links:

• 4 Ways to Use Data Analytics for Employee Performance Management

• Performance Management System

• Goal Setting and Alignment