Goal Generation and Alignment
We start the performance engagement process by generating goals for the year. Having well defined goals helps you understand your purpose and how you can make a positive impact in your role. Your goals will help you and your manager establish expectations and think ahead about how your work will contribute to Sandia’s results and to your team’s contributions.
We encourage you to consider what you’ll focus on, how you’ll work, and where you might stretch, develop, and grow. With manager approval, your goals can be continuously updated and/or closed as you progress through the year.
Using the SMART format, you are required to develop at least one essential goal and one team goal. We also encourage you to create a stretch goal.
Your goals should directly or indirectly link to Labs Strategy and Objectives and your organization’s specific programs, milestones, and priorities.
Four types of goals:
1. Essential goals illustrate direct or indirect linkage to Organizational Goals, establish key priorities, and define expectations.
2. Team goals are performance objectives that require the collaboration of team members to accomplish.
3. Stretch goals are encouraged, but not required. They are purposefully ambitious goals that challenge employees to step outside of their comfort zones.
4. Manager Goals are flowed down from Senior leadership to managers.