Goal setting guide

Employee and manager meeting

Overview

Audience: Employees and managers  

Goal setting does not require perfect wording. This guide walks you through the process in a logical order. Goals can be reviewed and updated at any time in Workday. 

You should: 

Step 1: Identify What to Set Goals About

Before writing goals, pause to reflect.  

Ask yourself: 

  • What are my core responsibilities this year? 

  • What priorities have my manager, team, or department identified? 

  • What institutional initiatives does my work support?  

  • Are there skills, knowledge, or experiences I want or need to develop? 

TIP: If you can answer these questions, you already have the raw material for good goals.  

Step 5: Connect the Goal to the Team, Department, or Institutional Priorities

Goals should align across the institution: 

Institution → Department → Team → Individual

In simple terms, ask: 

  • How does this goal support my team or department? 

  • Which institutional priority does it align to? 

TIP: If you are unsure, write what you think the connection is. Alignment is confirmed through conversations, not guesswork.  

Step 2: Decide What Type of Goal Each One Is

In Workday, every goal falls into one of these categories. Choosing the type helps with clarity and alignment.  

Ask: what type of goal am I setting?  

  • Job Related Goal – doing my core job responsibilities effectively 
  • Skill Development Goal – building knowledge, skills, or experience to improve effectiveness or support career growth 
  • Growth Initiative Goal – improving a process, contributing to a new initiative, or going beyond standard role expectations 

You will likely have a mix of goal types.  

Step 3: Draft the Goal (Plain Language First)

Start simple. Don’t try to make it perfect yet. 

Use one of these sentence starters: 

  • “This year, I will focus on…” 

  • “I will develop or improve…”

  • “I will contribute to…” 

Example: “This year, I will improve how student inquiries are handled by documenting common responses and coordinating handoffs within the team.” 

Or “By the end of the fall term, I will lead a continuous improvement initiative by documenting an existing team process, identifying opportunities for improvement, and implementing at least two changes to improve clarity, consistency, and collaboration across the team.” 

TIP: If you can explain your goal out loud, you can write it in Workday. 

Step 4: Make the Goal Clear and Actionable

Refine your draft by answering a few key questions. Ask yourself: 

  1. What does success look like? 

  1. What actions will I take? 

  1. When will I check progress or complete this? 

TIP: Some people find SMART goals helpful (Specific, Measurable, Achievable, Relevant, Time-bound). This format is purely an option to consider.  

Step 6: Review Roles and Responsibilities

Goal setting is a shared responsibility. 

Employees 

  • Bring ideas for goals (even rough ones) 

  • Own progress and development 

  • Update goals as work evolves 

  • Use check-ins and feedback to support growth  

Managers 

  • Ensure goals are set for every employee 

  • Confirm alignment with team, department, and institutional goals 

  • Support focus, clarity, and feasibility 

  • Revisit goals during check-ins throughout the year 

Employees own their growth. Managers are accountable for alignment.

Step 7: Enter and Use Goals in Workday 

  • Enter each goal using the appropriate goal type 

  • Goals can be updated at any time as priorities change 

  • Revisit goals during regular check-ins 

Workday is a living record, not a one-time task.  

If you feel stuck, try one of these: 

  • Start with one goal, not all of them 

  • Turn a current task or project into a goal 

  • Focus on something you know matters to your role 

  • Ask “what would success look like?”  

Progress matters more than perfection. Goal setting improves through use and conversation – not upfront polish.