Be it performance reviews, Manager 1:1s or employee engagement, everything that you do on Mesh, has goals/ OKRs at their centre. Hence, it’s important to first understand how goals/ OKRs are created and updated on Mesh.
Creating Goals/ OKRs
There’s no restriction on who can create goals. It could be done by you, your manager, the HR admin or even the senior leadership of the company. However, all goals are linked to organizational objectives, which can be created by anyone but you, as an employee.
Here’s a quick video on how you can go about creating goals.
For a more detailed step-by-step process, head over to creating goals/ OKRs.
Updating Goals/ OKRs
The most important thing to know about when it comes to updating goals is that apart from you (as the goal owner) and your manager, anyone you add as a collaborator as well as the admins, all can view and modify your goals. All your created goals are stacked on the Mesh list and few of the things such as adding collaborators, updating the progress and the progress status can be done without even opening the goal. As shown in the gif below.
Rest of the goal updating process is divided into 4 parts,
- Progress - to update the goal progress
- Details - to update target value, objectives, due dates, etc.
- Initiatives - to add initiatives to your goals
- Comments - to add suggestions and feedback to the goals
For a detailed view on all the options under this and step-by-step procedure, head over to updating goals/ okrs.
Other than that, one can also go about updating their goals through the integrations. Take a look at the 5 different integrations that we currently provides to help our customers.
Privacy & Weightage
Privacy setting of goals come into play when, as a manager, you want to, say, give constructive feedback to your team members or need answers/ updates from them. Through a simple toggle, you can address such comments directly and privately to the concerned person.
And this option is available both while commenting on goals and creating posts through the home feed.
Weightage corresponds to assigning percentage points to your goals to underline their relative importance as well as help with prioritising among them. Weightage is also helpful in giving managers an understanding of where most of your time and efforts are going. However, the time context is just implied and not stated, meaning, you could be working on a task that's extremely important but not as time taking.
For a more detailed understanding of both, check the privacy and weightage documentation.