We have highlighted below the key benefits from using PeopleGoal.

## Management & HR
- Improved perception of performance management process for managers and employees
- 90% reduction in HR time spend to manage performance management process and performance management reporting
- Management & C-Suite
- 100% of Managers and C-Suite agree that they have better visibility on what employees and teams are working on
- Improved employee engagement levels across the company
- Easier to cascade company objectives and goals to the employees

## Managers
- 70% reduction in manager time spent discussing employee performance
- 2x increase in [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) given across the business

## Employees
- 100% participation in reviews, 85% before the deadline
- 3x improvement in manager-employee communications and role expectations when using monthly check ins
- Improved visibility of company goals and objectives
- 100% of employees agree that they have a way to provide feedback to management


PeopleGoal benefits every level of your organization.

What are the benefits of using PeopleGoal?

On the monthly plan PeopleGoal costs $10 per user per month. That includes all apps current and future, unlimited users and a suite of integrations.

We also offer custom pricing if you're interested in SSO, custom integration builds, live training sesssions and more.

Visit our [pricing page](https://www.peoplegoal.com/pricing "pricing page") to learn more about PeopleGoal's pricing plans.

Visit www.peoplegoal.com/pricing to view our pricing plans.

How much does PeopleGoal cost?

These peer feedback sentence starters will help you provide useful feedback to your team mates in any situattion.

Alternatively, find out more about what is peer feedback and why is it important [here](https://www.peoplegoal.com/faqs/how-to-give-peer-feedback).

__You're working with someone on a task but you're concerned they are not fully committing:__

*"I've really enjoyed doing this project with you and I think we make a great team but I wanted to dedicate some time to discussing with you how we can..."*

__Your colleague's presentation fell flat at some points:__

*"I really liked the part of your presentation where you spoke about X. Have you thought about..."*

__Your colleague is set on pursuing a lead/project but you're not sure its beneficial:__

*"I'm interested to hear about your motivations for pursuing this project. Can you tell me more?"*

__You've noticed your team mate isn't contributing much__

*"I couldn't help but notice you were quieter than normal in the meeting today. These are some of the things I have done with success in the past, when I have felt I have little to contribute..."*

__Someone from a different department is failing to meet your department's requirements:__

*"I think the writing here needs to be a bit more SEO friendly, however I wish I had your writing skills. Have you got any tips..."*

When providing feedback, consider the job and character of your peer to effectively approach the situation. These peer feedback sentence starters will help you to do so.

What are effective peer feedback sentence starters?

__Employee turnover__ is the rate at which employees leave an organization during a specific period of time. This is __typically measured throughout a period of a year__. EM  However, some organizations also apply turnover to subcategories such as departments and teams. This acknowledging internal mobility as well as quantifying the number of employees leaving an organization altogether.

However, it must be noted that it can be separated into two types of turnover;

•	__Voluntary turnover__
•	 __Involuntary turnover__

__Voluntary resignation__ is any situation in which an employee actively chooses to leave an organization due to reasons such as a superior job offer, or a conflict in the workplace. On the other hand, __involuntary turnover__ occurs when the employment is terminated by the emloyer. The reasons behind this can vary, from poor performance, to an acquisition.

## How to Calculate Employee Turnover:
Calculating  turnover is a great way to keep track of your turnover rate, and to analyze it in relation to any retention/employee engagement initiatives you have put in place. It is calculated by dividing the number of employees that have left the organization by the total number of staff:

> Employee Turnover = Number of terminated employees / Average number of employees
> 

![employee turnover equasion](//images.ctfassets.net/6g4s9n00xmsl/bAeEUDqMA19OXgNQ7sDNA/e6ce18815ada4878c6d9ca9b570f2eed/employee_turnover_equasion.png)

This is generically expressed as a percentage on an annual basis. 

*For example, if you lost 5 employees in the past year, out of a company of 68, your annual turnover rate would be: 5 separations 68 employees = 0.0735 = 7.35% annual turnover.*

## What is a Reasonable Level of Employee Turnover?

It is hard to distinguish a reasonable level of the turnover due to its situational nature. In other words, your ideal turnover will be dependent on the industry you work in and the type of business your organization undertakes. For instance, hospitality companies usually have a high rate of staff turnover. This is not necessarily reflective of poor company policies, but rather the general societal norm of using hospitality jobs such as waitering as a means of staying afloat in between education and jobs. Therefore, the first place you should look at when attempting to distinguish if you should be worried or proud about your employee turnover rate, is your industry average rate.

## What is a low employee turnover rate?
A low employee turnover rate is when the number of employees that have left your organization over a determined length of time is low. Again, compare your figures to the industry average and go from there. Usually a low rate is a sign that you are doing something right as it shows your employees value their work and the cpmpany they work for enough to stay. However, at the same time it is important to assess who is leaving the company. A more valuable employee leaving, will have a greater impact than an unproductive employee. Nonetheless, employee turnover, whatever the rate, allows for new hires, which means new ideas.

## What is a high employee turnover rate?
A high rate is a situation in which a vast number of employees are exiting your business. Again, you should balance your figures against the industry average to distinguish this. If you find that your employee turnover rate is higher than the average, you may well have a problem. You should be conducting employee exit interviews to monitor the reasoning behind your workforce leaving and develop a process to minimize those issues.

Although employees will inevitably leave an organization. Whether it will. be to retire or to change their career path, you must pay attention to those who are leaving for reasons manageable by your business. These include employee engagement, and or getting offers from competitors and assess how you can retain such staff/take into consideration the costs of hiring and training someone to replace them.



Employee turnover is the rate at which employees leave an organization during a specific period of time. This is typically measured throughout a period of a year.

What is employee turnover?

The review questions below will help you create an effective performance review form for your employees. However, these are general guidelines and we strongly encourage you to align your performance review questions to your unique company values, competencies and the skillset required in your organization.


__Sample Review Questions__
- What is your biggest achievement to date?
- What has been the most challenging aspect of your work?
- Do you have the necessary resources and tools to complete your tasks?
- Which part of the job is your favorite?
- How can we help you to do your job better?
- What is the most fun part of your working week?
- What can the company do to make your role more fulfilling?
- What are your future plans within this role/job?
- What are your strengths in this role/job?
- What areas would you like to improve?
- What has your contribution been towards your team goals?
- What are your expectations from the company?
- How satisfied are you in your current role?
- What role you want to do next in the company?
- Are you satisfied with your current work-life-balance?
- What do you want to do in 5 years?
- What additional skills would you like to develop?
- What additional training or education would you like to complete?
- In what area of your work would you like coaching or help?
- What do you like most about working with your team?


PeopleGoal's configurable review form allows you to create your own review questions aligned to your company values, competencies and the unique skills required for your organization.

Are there any sample review questions I can use to set up the reviews form?

Some useful tips and ideas to bear in mind when providing peer feedback:

### "We're all learning here..."

Be aware that unless you are the manager of, senior to the person or they directly report to you, the peer you are giving advice to is not obliged to act on it. For this reason, be sure to offer it on a 'take it or leave it' basis, maintain a relaxed tone and offer examples of the times you have come across the same challenge or applied the advice yourself - this conveys that you know you are far from perfect yourself and are equally open to receiving feedback too. 

### Give and Take

Whether you are giving employee or peer feedback, you should always be trying to keep the conversation as light as possible, identifying strengths and reinforcing good behaviors. This is even more the case with peer feedback, as it could be interpreted as a ploy to put someone else down to facilitate your own progression if not given with sensitivity. 

So, even if the drive behind your feedback is to correct a negative behavior, be sure to balance it out with something positive about them as well. It also helps if you can admit to that strength being an area where you lack, hence the 'give and take' approach which puts more of a focus on personal development as opposed to competition.  

### Respect the Craft

Different departments and roles will have different priorities based on their skillset. A digital marketer, for example, might be skilled at SEO or data analysis and strives for fully optimized content that ranks highly on Google. The copywriter on the other hand, prides themselves on the quality of their written communication, and the sales exec on their networking skills. Interdisciplinary teams are key to business success but so is the ability to compromise. When offering peer feedback, consider that individual’s role, skillset and values, how they may differ to yours and try and find a middle ground where neither of you are sacrificing or impeding too much on your own craft.



When offering peer feedback, consider the individual’s role, skillset and values and how they may differ to yours. Try to find a middle ground and be sure to offer peer feedback on a 'take it or leave it' basis. Maintain a relaxed tone and offer examples of the times you have come across the same challenge or applied the advice yourself.

How do I give peer feedback?

# What are performance reviews?

A performance review, alternatively known as a performance evaluation or performance appraisal, is a tool to measure employee efficiency and effectiveness. It is a formal assessment in which managers evaluate an employee's performance, identify strengths and weaknesses, provide feedback and set performance and development objectives for the future.

Simplified, a performance review is a discussion between an employee and their supervisor or line manager. They assess the performance of the employee over a period of time and compare them to standards and expectations. Supervisors should provide recognition and appreciation of the hard work and effort that an employee has put in as well as exemplifying situations where they show exceptional work or going over and above their duties.

The performance review should also be a forum for discussing areas of development and improvement. Managers can use performance reviews as an objective metric to determine whether a wage or salary increase is required, a promotion is potentially valid or further training or mentorship is needed.

## The process of a performance review

A typical performance review usually contains 3 steps: 
- The manager and employee clearly define job roles and duties and expectations of job performance.
- The manager looks at the current performance of the employee by comparing it against the standards and expectations set for the employee's role.
- Finally, the manager provides the employee with feedback about their performance.

## Performance review types

The classic performance reviews are top-down, with supervisors or line managers evaluating the employee. But there are other types which are becoming used more often nowadays. Here are some other types:

- **Self-assessment** – Individuals rate their own job performance and behaviour.
- **[Peer Assessment](https://www.peoplegoal.com/glossary/peer-appraisal)** ­– A performance assessment given by an employee’s peers who have observed the employee’s job performance.
- **[360° Feedback](https://www.peoplegoal.com/glossary/360-feedback)** - An employee feedback process whereby an employee is rated using surveys or forms distributed to her or his colleagues, manager(s) and customers.
- **Negotiated appraisal** – This approach uses a mediator to moderate the more antagonistic or adverse aspects of a performance review. Usually the employee will present their views first. This approach is usually utilized when in a time of conflict between the supervisor and employee.

## Performance Review Skills for a Manager or Supervisor

**Good Questions** – it is important to use open and closed questions wisely. These questions will help you to gauge and gain a wide range of answers pertaining to a number of areas. Probe where needed to be able to discuss pressure points, development, views and feelings.

**Listening –** Actively listen to the employee, recognize body language and how it changes, provide and receive clarity, and respond in a way which is proactive for the conversation.

**Constructive Feedback** – Feedback is an integral part of an organisation’s continuous improvement and of an individual’s professional development. Providing good constructive feedback is critical to employee development. Poorly provided feedback can produce adverse effects to performance and development.

Focus on evidence and examples rather than subjective opinion, look for positive examples and strengths. Know when to be directive and when to approach with a mindset for mentorship. Click the link for some [top tips](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) for providing good quality constructive feedback.

## How to make feedback better?

There are a number of ways to make a more effective performance reviews, read our essential guide on performance reviews to find out more. But here is some [guidance](https://www.peoplegoal.com/blog/how-to-run-an-effective-performance-review-process-in-2019) to making your performance review more effective:

**Collaborative:** Establish a conversation. The importance of the employee self-assessment can't be overemphasised. When that self-assessment is taking into account peer feedback and all the recognition that's been received over the last review period it's much easier for the employee to deliver a balanced reflection of their performance.

**Open and Honest:** Being allowed to openly acknowledge what has to be improved without fearing punishment promotes trust between the employee and manager, and in the organization. Just as important is to recognize what's gone well and celebrate the wins!

**Reflective:** A good performance review should be an opportunity to look back over the big picture and pull out broader themes.

**Action Orientated:** Use the performance review to determine what action needs to be taken to improve performance. It's no good saying you've been underperforming without defining measures to improve it.

**Easy to Use!** Think about automating your performance reviews as much as possible. It frees you up to rely on employees and managers to drive the appraisal process with all of the documentation they need to make it successful

Want to read more, maybe you’ll like one of these blogs: ‘[Tips for Effective Employee Performance Reviews](https://www.peoplegoal.com/blog/tips-for-effective-performance-reviews)’; ‘[How to run an effective performance review process in 2019](https://www.peoplegoal.com/blog/how-to-run-an-effective-performance-review-process-in-2019)’ or ‘[The essential guide to performance reviews](https://www.peoplegoal.com/guides/performance-reviews)’. Why not check out one of our [blogs](https://www.peoplegoal.com/blog) instead?

A performance review is a formal assessment in which managers evaluate an employee's performance, identify strengths and weaknesses, provide feedback and set performance and development objectives for the future.

What are performance reviews?

PeopleGoal is available in multiple lanugages worldwide. By default your PeopleGoal account is in English, and you can switch the full application to any of these languages:

- Chinese (Standard)
- French
- German
- Greek
- Italian
- Japanese
- Korean
- Portuguese
- Russian
- Spanish

Administrators can apply an account-wide language as the default for everybody using your PeopleGoal account. Individual users can also change their application language for their own profile only.

Bear in mind that all of your feedback, one to ones and review questions are created custom by your account administrators, so the question text for these is not translated and will display exactly as entered on the templates.

PeopleGoal's default application language is English. PeopleGoal is also available in Chinese (Standard), French, German, Greek, Italian, Japanese, Korean, Portuguese, Russian and Spanish.

Which languages does PeopleGoal support?

Examples of __corrective employee feedback__ include:

### Low performance: 

"*How are things with you at the moment? I wanted to have a chat with you, as I know you are capable of stronger work and I'm really interested to know what you think might be holding you back.*" 

### Missing deadlines: 

"*I wanted to take the time to reiterate to you that your commitment to producing quality work has always been clear. If we can work together to bring your speed up to match, you would be fulfilling your full potential, which i'm sure we both want for you. These are a few things that have helped me in the past, when I have struggled with productivity*" 

### Poor efficiency: 

"*Is there anything you think you may need better training on to speed up your efficiency?*" 

### Negative attitude/ integration with team: 

"*Your sales numbers are rising but I can't help but notice that you don't seem as chuffed as I am. You should be proud of the work you have done, and I think your colleagues would appreciate some of your expertise. I want this team to support and celebrate each others successes, is there any reason you may not feel comfortable to do so? Please be assured that this conversation stays between us and that you can talk to me if you do not feel included in the work culture here.*"

Examples of corrective employee feedback include topics such as low performance, missing deadlines, poor efficiency, negative attitude/integration with team 

What are examples of corrective employee feedback?

Much of what is important about employee feedback applies to peer feedback - it __fuels growth, development, motivation and direction__. 

A drive specific to giving __peer feedback__ is relationship or team-building. Building communication and skill-sharing between your employees not only promotes a trusting and inclusive environment but diversifies the skills of your team. 

[The best teams](https://www.peoplegoal.com/blog/what-makes-a-good-team) are __diverse, consisting of different people from different backgrounds and varied assets__. The most successful teams do not strive to be the same but rather, initiate in a mutually-beneficial exchange; a trading of skills which enables employees to maximise their strengths whilst building on their weaknesses. 

Establishing a climate of frequent peer feedback also __serves to reduce conflict__ in the workplace - a small silent problem can quickly grow into a nuisance and even a few of those in a team fosters a big problem for morale!

Peer feedback helps to develop relationships in the workplace and team-building. Feedback sustains growth, development, motivation and direction.

Why is peer feedback important?

You can sign up right now and configure the system yourself - it's completely self-service.

Where you have unique requirements we can help you with the account configuration and implementation for an additional charge. Contact us to discuss your specific needs.

PeopleGoal is a completely self-service platform. We can help you with the configuration and implementation for an additional charge.

Do you charge for system implementation and configuration?

Yes, we provide online training materials free of charge. We can also arrange a series of live webinars for your team. We do encourage users to experiment with the application to find the best solution for your organization, and we're always on hand for any questions. If you'd like to hear more about our training options you can contact us.

PeopleGoal provides online training materials free of charge.

Do you provide training for managers and employees?

The SMART goals methodology helps you to structure your objectives and clearly define the attributes needed to achieve your goal. SMART stands for Specific, Measurable, Attainable, Relevant and Time-bound. Each attribute is phrased as a question, designed to ensure your goal is well defined. Configure PeopleGoal to use SMART goals across your organization under __Account Settings > Goal Settings__.

Visit our blog to [learn more about the SMART methodology](https://www.peoplegoal.com/blog/a-guide-to-smart-goals "A guide to SMART goals").

SMART stands for Specific, Measurable, Attainable, Relevant and Time-bound.

What are SMART goals?

Business is about growth and if you want your business to grow, then your employees have to grow with it.  __Regular employee feedback__, both corrective and reinforcing, __fuels growth__ and gives people __direction__. Here are some statistics which show just how much employee feedback can stimulate ROI, workplace [productivity](https://www.peoplegoal.com/blog/focus-music-for-work-peoplegoal-productivity-playlist), [engagement](https://www.peoplegoal.com/guides/employee-engagement) and reduce turnover:

[In a study of 65,672 employees](https://www.gallup.com/home.aspx), turnover rates were 14.9% lower among employees who received feedback on their strengths, compared to those who didn't. 

[92% of respondents agreed with the assertion](https://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/5-Employee-Feedback-Stats-That-You-Need-to-See), “Negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.” 

[A Feedback Practices and Perceptions Assessment](https://hbr.org/) with over 1000 applicants found that, when asked what was most helpful in their career, 72% said they thought their performance would improve if their managers would provide corrective feedback. 

Find out relevant statistics that prove the importance of the employee feedback.

Is employee feedback really necessary?

Security is a serious matter to us and we aim to be as clear and open as we can about the way we handle your data. Visit our [Security page](https://www.peoplegoal.com/security "PeopleGoal Security") to read our full security policy and procedures.

Visit https://www.peoplegoal.com/security to view our full Security policy.

How secure is PeopleGoal?

The European Union (EU) is enforcing a new data protection policy called the General Data Protection Regulation (GDPR). The new regulation will be in effect as of May 25, 2018. The GDPR is designed to harmonize data privacy laws across Europe, to protect and empower all EU citizens' data privacy and to reshape the way organizations across the region approach data privacy. The key articles of the GDPR, as well as information on its business impact, can be found here: https://www.eugdpr.org/. PeopleGoal is in full compliance with the GDPR as of the enforcement date.

The GDPR is designed to harmonize data privacy laws across Europe, to protect and empower all EU citizens' data privacy and to reshape the way organizations across the region approach data privacy.

What is the General Data Protection Regulation (GDPR)?

The GDPR applies to all organizations within the European Union (EU) and any organization located outside of the EU in the case that they offer goods and services or monitor the behaviour of EU persons. Specifically, it applies to all companies processing and holding personal data of persons ("data subjects") residing in the EU.

The GDPR applies to all organizations within the European Union (EU) and any organization located outside of the EU in the case that they offer goods and services or monitor the behaviour of EU persons.

Who does the GDPR apply to?

Any information related to a data subject that can be used to directly or indirectly identify the person is classified as personal data. Some examples include:

- Name
- Email address
- Social network identity
- Bank details
- Medical records

We store data in both US and European locations. In addition, we take all steps reasonably necessary to ensure that your personal information is treated securely and in accordance with the [Privacy Policy](https://www.peoplegoal.com/privacy "PeopleGoal's privacy policy").

Any information related to a data subject that can be used to directly or indirectly identify the person is classified as personal data.

What is classified as personal data under the GDPR?

The last step in the review process is to electronically sign the review. The e-signature will show that you have clicked 'Sign review' by displaying your name and a date/time stamp. Both the manager and the employee need to sign the review to complete the process.

The e-signature is a date/time stamp to show you have acknowledged your review.

What are e-signatures?

When you complete our sign up form we collect some personal information such as your name, email address and phone number (optional). To create a trial account we ask only for a name, email and password.

More details about the information we collect and how we use that information is available in our [Privacy Policy](https://peoplegoal.com/privacy "PeopleGoal Privacy Policy").

Visit https://peoplegoal.com/privacy for our complete Privacy Policy and a list of all personal data we collect.

What personal data does PeopleGoal collect from its users?

Yes, PeopleGoal has a DPA in place because in some cases we are processors and not controllers of the data.

If you require further details please reach out to us via email at contact@peoplegoal.com.

Email contact@peoplegoal.com for a copy of our Data Processing Addendum.

Does PeopleGoal have a Data Processing Addendum (DPA)?

PeopleGoal has acquired the E.U.-U.S. Privacy Shield Framework certification.

For more information and updates on our certification, please email us at contact@peoplegoal.com. You can also browse our [security policy](https://www.peoplegoal.com/security "PeopleGoal's security policy") for a full overview of our security principles.

PeopleGoal has acquired the E.U.-U.S. Privacy Shield Framework certification.

Does PeopleGoal maintain the E.U.-U.S. Privacy Shield Framework certification?

To support the delivery of our Services, PeopleGoal (or one of its Affiliates listed below) may engage and use data processors with access to certain Customer Data (each, a "Subprocessor"). This page provides important information about the identity, location and role of each Subprocessor.

Terms used on this page but not defined have their meaning set forth in the [Customer Terms of Service](https://www.peoplegoal.com/terms "PeopleGoal Terms of Service") or in the superseding written agreement between Customer and PeopleGoal (the "Agreement").

__Third Parties__

PeopleGoal currently uses third party Subprocessors to provide infrastructure services and to help us provide customer support and email notifications. Prior to engaging any third party Subprocessors, PeopleGoal performs due diligence to evaluate their privacy, security and confidentiality practices, and executes an agreement implementing its applicable obligations.

__Infrastructure Subprocessors__

PeopleGoal may use the following Subprocessors to host Customer Data or provide other infrastructure that helps with the delivery of our Services:

Amazon Web Services (US & Ireland): Cloud Service Provider
Google Inc. (US): Cloud Service Provider
Heroku Inc. (US): Cloud Service Provider
Intercom Inc. (US): Cloud-based customer support and communication services
Rocket Science Group (Mandrill) (US): Email notification service
SendGrid Inc. (US): Cloud based email notification service

__Updates__

As our business grows and evolves, the Subprocessors we engage may also change. We will endeavor to provide the owner of the Customer’s account with notice of any new Subprocessors to the extent required under the Agreement, along with posting such updates here. Please check back frequently for updates.



Important information about the identity, location and role of each of PeopleGoal's Subprocessors.

Who are PeopleGoal's Subprocessors?

If you need any more information about the GDPR please contact us at contact@peoplegoal.com or visit https://www.eugdpr.org/.

For more information about the GDPR visit https://www.eugdpr.org/.

What if I have further questions about the GDPR?

PeopleGoal's account setup takes less than a minute and you can start using the system right away.

The detailed configuration wizard will explain all the key options on PeopleGoal and allow you to fully configure the application in a manner that suits your company. All of the settings can be changed and updated at a later stage. The configuration wizard should take no more than 2-3 minutes to complete - you can also skip it and jump straight into the application if you prefer.



PeopleGoal setup takes less than a minute.

How long does it take to get set up?

Whilst planning [employee feedback](https://www.peoplegoal.com/glossary/360-feedback) (because yes, it definitely does require planning), you need to consider __4 factors__: __timing, personality, examples and outcomes__. Whether the feedback is __corrective or reinforcing__, you want your employee to be in a state of mind where they are ready to receive it, and in the most [constructive way](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) possible. 

For example, straight after a heated meeting would not be a good time, as __emotions are running__ high and __may well transgress into your conversation__. Likewise, if your feedback is corrective, it may prove counterproductive to express it subsequent to that individual announcing a positive achievement, in or outside of work - all positive behaviour should be reinforced, so don't let your conversation be interpreted as discouraging. 

This also ties in with __personality type__. PeopleGoal analytics and surveys will give you a good idea of what traits each of your employees have, giving you __insight__ into how they take on feedback and enabling you to give a personalised approach for each individual. 

Lastly, make sure your __feedback is verifiable but actionable__. Whilst [examples](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) are important for understanding, try not to focus too much on past behaviours, instead, __motivate them to apply themselves to reach specific goals__ - rather than 'you are this', strive for 'try this next time'.  

When giving employee feedback you need to consider following 4 factors: timing, personality, examples and outcomes.

How do I give employee feedback?

Yes, when setting a new goal you should align this to one or more of the company objectives. You'll see the __Goal alignment__ section in the New individual goal modal, where you'll select your company objective from the drop-down list.

You should go to __Goals > Company objectives__ and familiarize yourself with the organization's strategic goals before you set your individual goals.

![PeopleGoal_Goals_Alignment](//images.ctfassets.net/6g4s9n00xmsl/6F2fNwJkQSAaaxMGlkLVWU/d6631604ecc2a72d96a419a694ad8213/PeopleGoal_Goals_Alignment.png)

Yes, you can (and should!) align your individual goals to the company objectives on PeopleGoal.

Can I align goals to company objectives?

You can reset your password at any time from the Sign in page (www.peoplegoal.com/sign-in). Click Sign in, then click 'Don't remember your password?'. Enter your email address and you'll be emailed a reset link with instructions to reset your password.

If you're already signed in to your PeopleGoal account and want to change your password, you'll need to sign out and follow the steps above.

![PeopleGoal_Password_Reset](//images.ctfassets.net/6g4s9n00xmsl/5BPSG1vVGlVU2J6eEWdbrB/70ffc413365590534d6154f631e448db/PeopleGoal_Password_Reset.png)

Go to https://www.peoplegoal.com/sign-in to reset your password.

How can I request a password reset?

PeopleGoal has evaluated our readiness towards the GDPR and has made the necessary enhancements to our processes to ensure full compliance.

Specifically PeopleGoal has:
- Documented the use of personal data in our system
- Introduced a new [Privacy Policy](https://peoplegoal.com/privacy "PeopleGoal Privacy Policy") that reflects our obligation towards our customers and users under the GDPR
- Implemented processes to address the sub-processors' requirements under the GDPR
- Made technical changes in our platform to support the enhanced data subjects' rights under the GDPR

PeopleGoal has evaluated our readiness towards the GDPR and has made the necessary enhancements to our processes to ensure full compliance.

How does PeopleGoal comply with the GDPR?

If you believe that you have discovered a security issue or a vulnerability in our platform please let us know right away. You can email the issue to contact@peoplegoal.com and our Development team will take immediate action to resolve it.

PeopleGoal uses Heroku for the hosting of staging and production environments. Heroku data centers are monitored by 24×7 security, biometric scanning, video surveillance and are SOC 1, SOC 2, and SOC 3 certified.

Email contact@peoplegoal.com to report a security vulnerability on PeopleGoal.

How do I report a security issue or vulnerability?

__Talent Management__ is more than recruitment. Having a fully integrated talent management strategy is a key to long-term organizational success. As CIPD, the Professional Body for Human Resources and People Development, puts it; [Talent Management](https://cipd.co.uk/knowledge/strategy/resourcing/talent-factsheet) __is the strategic and systemic approach to attracting, identifying, development, engaging, retaining and deploying talent across an organization. __

__Talent__ here is __defined in a collective sense and refers to individuals who contribute to organizational performance or have high potential to contribute to it in the future.__

## There are six areas of Talent Management;
### Attracting Talent
The first step to Talent Management is attracting high quality talent. Even before we get to the recruiting process, there are other aspects of attraction to consider. These include employer branding and reputation. Building a reputation as an employer of choice means that top talent will be reaching out for employment opportunities, reducing the cost and time required for recruitment. In the early stages of the relationship, it is important to consider how the candidate experience and the onboarding experience impact perception of the organization as a whole.

### Identifying Talent
Identification of talent can take on two meanings here - recognizing the need for specific talents and the role to improve performance and the discovery of skills and interests already at the disposal of the employer. Identifying and filling talent gaps requires coordination between HR and managers as well as senior management to ensure hiring practices are integrated into strategic objectives. Discovering new ways to capitalize on the skills of current employees a clear understanding of organizational goals and empowerment of employees and managers alike to submit ideas freely on how to achieve those goals.

### Developing Talent
Development activities should take place both at the beginning and throughout the durations of the employee lifecycle. Once employees are brought up to speed and can contribute, it can be easy to allow development goals to fall down on the list of priorities. But when we view talent as an investment with potential for even higher performance in the futures, it’s clear that continued learning and development activities are important. In addition to traditional forms of development like external training and certification, consider coaching and mentoring from experienced team members as a means to develop skills. Adding cross-functional responsibilities or assignments is another low-cost means to develop skills internally and also share and maintain knowledge.

### Engaging Talent
[Employee Engagement](https://www.peoplegoal.com/blog/5-employee-engagement-tactics-for-2018) is important to the long-term success of any business. Engaged employees are more likely to be high performers, promote the employer brand, and identify areas for operational improvement. The first step to engaging talent is to understand just how engaged employees currently are. This is often handled via an [engagement survey](https://peoplegoal.com/blog/employee-engagement-survey-key-questions). It's also important to devote attention to the [employee experience](https://www.peoplegoal.com/blog/why-employee-experience-matters). Taking this kind of holistic view of factors that affect employees can help identify and reduce areas of employee churn.

### Retaining Talent
Retention and turnover are always hot topics in HR because no matter how hard you try, you will never achieve 100% retention over the long-term. What’s not impractical is to seek to understand to the best of our ability why employees choose to leave and set out to correct factors that fall under our control. While exit interviews or surveys are often the go-to in this regard, don’t discount the valuable information that can be gleaned from 360 feedback and performance appraisals. There are often signs of dissatisfaction before resignation and looking at the whole picture can help us be proactive instead of reactive. Rewards, engagement and development are also important considers for an integrated retention process.

### Deploying Talent
Once we’ve attracted, developed and identified top talent it’s time to assign and move employees to positions and teams to maximize performance. Whether employees are taking their initial placements, promotions, lateral moves, or transfers, the deployment process should be streamlined to reduce downtime or role confusion. Accomplishing this also requires a detailed succession planning and career pathing processes to be completed so that employees and managers alike can understand and plan for success.

As you can see, __recruitment is only the beginning of Talent Management; getting the most out of employees requiring a structured, proactive approach__. The effort to set up such a system can reap real benefits however; Excellent talent management has been [linked to a 15% increase in business performance](https://www.ddiworld.com/DDI/media/white-papers/ninebestpracticetalentmanagement_wp_ddi.pdf).


Software is increasingly a central part of Talent Management, as online, digital management of employee and organizational performance can be integrated to see a comprehensive view of talent across the enterprise. Qualitative and quantitative measurements of performance and talent allocation can help provide deep analytic insights to identify areas to improve Talent management processes.



Talent Management is more than recruitment. Having a fully integrated talent management strategy is key to long-term organizational success.

What is Talent Management?

Performance goals are undeniably a vital part of anyone’s job, both for the employee and their employer. __As an employee__, you need to know what you will ultimately achieve from the hard effort you put in every day. Performance goals __help to motivate__ employees as well as __guide them __ in the right direction when it comes to the daily tasks they must undertake.

Performance goals are also important __for employers__ because they __help__ their employees work more successfully towards __the growth of the business__. They also enable managers to __assess how well the employee is doing.__

The way you set and monitor performance goals may vary, but they must exist in some form both for the sake of the employee and the business. 

## What are the characteristics of a performance goal?

Performance goals are bigger than the daily and weekly ‘to do’ type of goals we set ourselves at work. Those smaller goals, such as listen to a webinar about a new digital marketing tool you want to learn about, should be part of a wider, more long-term goal. Hence the performance goal.

There is no specific timescale for a performance goal, but as examples, businesses may set them with their employees every quarter or every year depending on how they operate.

What is an absolute must is that the goal needs to promote the success of both the employee and the business.

It must also be a SMART goal – Specific, Measurable, Attainable, Relevant and Timely.

## An example of a performance goal
> 
> 'Improve my presentation skills in time to go for the promotion I want next summer.'
>

This goal promotes both employee and business success. It is calling upon the employee to build and improve their skill set and is also helping them towards a promotion, meaning both career progression and more money for them.

For the business, it is making an employee more valuable and potentially enabling them to take on more responsibility and help grow that business.

The [goal is also SMART.](https://www.peoplegoal.com/guides/smart-goals) It is specific, telling the employee to improve their presentation skills. It is measurable because the employee could do several presentations over a time period and be assessed on how well they have done.

It is certainly attainable by the employee practising their presentation skills alone or in front of people, perhaps attending public speaking classes or taking advice from online webinars, taking instruction and advice from colleagues, and then doing presentations where their performance can be assessed. 

It is a relevant goal because it is needed for the employee to hopefully progress to the next stage in their career. Finally, it is timely as it is specified that the employee needs to have improved their presentation skills by the next summer to go for the promotion. 

## How to set performance goals?

Performance goals should be set during [one-to-one meetings](https://www.peoplegoal.com/blog/manager-one-on-one-meeting) with the employee and their manager. They don’t necessarily have to be really formal procedures and can be conducted in whatever way the manager and employee usually have one-to-one meetings. 

It is, however, important that someone is accountable for the employee setting that goal, otherwise, the employee has no-one to answer to and no-one to reach to for support while trying to achieve the goal.

[The best way to set a performance goal](https://www.peoplegoal.com/blog/a-guide-to-smart-goals) is to start by asking what the employee wants to achieve themselves, within the role and in their career as a whole. The answer they come up with will very likely also be beneficial to the business, but in the case that it isn’t, the manager can work with the employee to find a goal that will benefit both.




An example of a performance goal can help you set more complex objectives for your professional development in comparison to your daily or weekly tasks.

What is an Example of a Performance Goal?

# 6 Reasons why feedback is important 

Providing feedback is harder than you might think. Whether its [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback), providing [positive feedback](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips), thinking of [feedback questions](https://www.peoplegoal.com/blog/what-feedback-questions-to-ask) to ask or even trying to [encourage feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) from your employees; we are here to help! It’s important for all of us to remember that the point of feedback is not to be patronising or point out flaws; the point is to identify areas for growth and celebrate what’s working well.

## **But why is feedback so important?**

***Essential in developing performance***

Feedback is often mistaken for criticism when in actual fact is almost the opposite. Feedback is a method to try and help individuals in the future. It is constructive and geared towards developing the individual in future situations. Feedback is aimed to improve, increase and develop higher levels of performance in individuals.

***Continuous learning***

Feedback is imperative in developing a learners’ competence and confidence. Feedback is a time where you can gauge gaps in the employee’s knowledge. Encourage them to tell you areas where they think they can improve and then discuss how you can, together, achieve this improvement.

***Employee Engagement***

Research intakes that employees can be come not engaged or even worse, actively disengaged when they receive little or no feedback. It further indicates that highly engaged employees are more likely to receive feedback more frequently (once a week). They may not say it explicitly, but employees want feedback. They want recognition (link) for good work and they want to know what they should be doing better.

***Improve working relationships***

Feedback represents an opportunity for a manager to engender a positive relationship with their employees. You need to be interested in an employee’s development and career advice. Help them to develop professionally and personally. Feedback is the perfect opportunity to develop a positive working relationship.

Feedback isn’t purely confined to manager-employee. Peer to peer feedback as well as 360 degree offer an opportunity for relationships between colleagues to develop as it opens up communication channels between employees. This can be particularly useful if there are tensions or conflicts in the workplace as feedback provides an opportunity for issues to be resolved through a proper process. Moreover, regular feedback can prevent conflict from happening in the first place.

***Motivation and Attitude***

Feedback is an opportunity to motivate employees to do better. Give them a vision of what they are capable of achieving and help them elucidate the path to get there. Encourage them to ask questions which will motivate them to achieve their goals.

Through continuous feedback, managers can gain a full understanding of an employee’s strengths and weaknesses, help them to develop and consequently their hunger to succeed.

***Career Development***

We’ve mentioned it above, but feedback is an imperative tool in helping with the career development of an employee. Feedback helps along the whole process of development. Initial feedback stages can help elucidate the ambitions of the employee whilst also gauging whereabouts they are currently. Feedback post this initial stage helps to guide the employee along the way, finding out deficits in their knowledge and finding out where they may need training, learning and development.

Do you receive good, timely feedback? Ever wondered why it is so important? Well look no further, we are here with the answers you need!

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