Performance Goals Alignment

You align performance goals to create a relationship between an employee's goal and a higher-level goal, such as an organization or manager goal. This relationship enables the employee's goal to support and contribute to achieve the higher-level organization, team, or manager goal.

You can align one of your goals to only one other goal; both goals must be associated with the same review period.

You can also align your goals with those of your colleagues to support their goals if they're within the same review period. This allows employees on informal teams or groups working across different reporting groups to show a relationship between each other. For the owner of the goal to which others are aligned, this is a way to determine how many people are working for the goal, for example, for a specific project or initiative. Remember that you can't align private goals to another goal or have other goals aligned to them.

If a goal is aligned to another goal, you can see the Aligned label for both the source goal and aligned goal on the Goals page.

Automatic Goal Alignment

When organization owners share their goal with employees in their organization, or managers assign their own goals to employees, then the assigned goals are copies of the source goal. These assigned goals are automatically aligned to the source goal. Goals that you add from the Goals Shared with Me section of your Goals page are also automatically aligned to the shared source goal.

Remove a Goal Alignment

Managers, employees, and HR specialists can remove the alignment from one goal to another. Deleting a goal that's aligned to another goal removes the alignment between the goals. The goal that isn't deleted isn't affected, and you can align the remaining goal to another goal. If you cancel an organization goal, its alignment to other goals is also removed.