HR-Survey > Employee Opinion > Dimensions

Survey Questions: Goals

Definition: Goals are structured, purpose-driven objectives that guide individuals and teams in defining, prioritizing, and optimizing their efforts to achieve meaningful outcomes aligned with broader organizational vision. Through strategic planning, commitment, and adaptability, employees set and refine goals, leveraging metrics, timelines, and performance monitoring to ensure steady progress and success. By fostering collaboration, providing resources, and supporting continuous improvement, organizations empower individuals to set aspirational targets, remain focused, and drive sustained achievement.

Creates Goals

Creates Goals focuses on developing structured, well-defined goals that align with organizational strategy, individual growth, and situational needs. This dimension highlights actively shaping SMART goals, tailoring objectives to specific contexts, and ensuring alignment with broader mission and vision. It prioritizes goal formulation and planning, ensuring that goals are thoughtfully crafted for meaningful progress.

The supervisor creates goals that are situationally and task specific.
My manager creates goals that are based on the specific needs and challenges of each task or project.
The project manager creates goals that are specific, measurable, and time-bound, ensuring that progress can be tracked and evaluated effectively.
The manager initiates each performance coaching session by establishing the goals to be achieved.
My manager and I work together to establish goals that are tailored to the specific context and requirements of each situation and task.
The division establishes goals that are both attainable and ambitious.
Our department establishes and documents its goals and objectives.
I try to create several short-term goals to achieve quick wins, while also setting longer-term goals based on evolving strengths and achievements.
I am able to establish goals that guide me towards continuous growth and improvement.
My manager assists me in creating clear goals that allow for better prioritization, resource allocation, and tracking of progress.
My manager creates situational and task-specific goals that help to provide clear direction and purpose.
I know how to create goals are aligned with the broader vision and mission of the organization.
Employees generally participate in the establishment of SMART goals.
I am able to contribute input into establishing my own personal goals at the company.

Defining Goals

Defining Goals focuses on actively creating clear and specific objectives that align with situational needs, strategic direction, and ongoing improvement efforts. This dimension highlights establishing goals through collaboration, refining priorities for efficiency, and ensuring that defined targets contribute to business success. It prioritizes goal formulation and specificity, making sure objectives are structured in a way that enhances team focus and effectiveness.

Our department defines goals to reduce operational costs.
My supervisor begins each coaching session with a determination of what goals should be achieved.
Our manager ensures goals have relevance to a specific scenario.
As a team, we are able to determine what needs to be achieved.
Management incorporates diverse perspectives when defining goals.
My manager defines clear and specific goals.
I am involved in the defining of objectives.
Our department has defined goals that lead to a path of ongoing improvement.
Employees can define goals that are directly relevant to the specific needs of the situation so that the team can focus their efforts more effectively and efficiently.
I actively participate in defining and setting my objectives, ensuring that a variety of input and perspectives are considered.

Sets Goals

Sets Goals emphasizes establishing clear objectives and expectations, including self-directed, team-based, and organizational targets. This dimension centers on defining priorities, maintaining focus on results, setting challenging yet achievable goals, and engaging in the process of goal-setting. It prioritizes goal execution and direction, ensuring individuals and teams have a roadmap for success.

I am able to offer my input to help set goals for the organization.
I usually participate in the setting of departmental goals.
I am able to sets short and long term goals for myself without being pushed.
The manager sets objectives that push boundaries yet remain achievable to foster growth and motivation.
I try to set challenging stretch goals.
My manager sets high expectations and goals.
My manager takes an active role in the setting of my goals.
My manager sets clear priorities, creates a distraction-free environment, and employs effective time management strategies to achieve goals.
I try to sets clear objectives and maintain focus on the end results.
The department head sets goals that ensure all actions contribute to the company's progress and success.
I am able to participate in the setting of my own 'self' goals.
Our project manager sets goals relevant to the situation to help teams focus their efforts efficiently.
Coworkers in my department set goals for themselves professionally.
I strive to set team or group goals, as well as individual goals.

Prioritizes and Aligns Goals

The supervisor ensures that each smaller objective (goal) serves as a stepping stone towards achieving broader, strategic targets.
Our department makes sure that daily activities contribute meaningfully to the company's long-term goals.
The divisional leader communicates to staff the importance of each goal letting them know of the priorities.
My manager clearly conveys to staff the significance of each goal, emphasizing their priorities.
The supervisor prioritizes tasks and delegates when necessary to efficiently allocate time, resources and efforts to the completion of goals.
Our manager sets priorities and delegates work to efficiently complete goals.
Senior leadership is effective in evaluating the availability of resources, including time, money, equipment, and personnel, to establish the priority of goals.
I know how to perform a risk assessment to identify potential obstacles which may change the priority of certain goals.

Aspirational Goals

Aspirational Goals focuses on motivating individuals and teams by setting ambitious yet achievable targets that inspire growth and future success. This dimension highlights defining challenging yet realistic goals, improving performance metrics, and encouraging a forward-looking mindset that pushes boundaries. It prioritizes personal and organizational growth, ensuring that goals are designed to foster continuous improvement rather than just maintaining past achievements.

Our department sets goals that are both realistic and challenging to achieve.
I try to avoid setting goals solely based on past achievements and instead set goals inspired by future possibilities.
Our department sets goals to improve performance metrics and measures progress by taking regular measurements over time.
Managers set goals to improve performance metrics and regularly tracks progress.
The supervisor clearly articulates ambitious goals that are within reach.
My manager clearly defines challenging but attainable goals.

Understands Goals

Understands Goals emphasizes awareness, comprehension, and alignment with established goals to ensure effective execution and meaningful contribution to broader objectives. This dimension centers on recognizing the rationale behind assigned goals, ensuring alignment with company mission, and reinforcing clarity in expectations across teams. It prioritizes goal comprehension and alignment, making sure employees fully grasp their purpose and role in achieving objectives.

The project manager makes sure that our team members have a clear idea of the team's goals.
The manager understands the unique strengths and needs of each individual to create an environment that optimizes the achievement of shared goals.
I am aware of the objectives and intentions that assigned goals aim to achieve.
I clearly understand the rationale behind the goals assigned.
My manager makes sure that I have a clear idea of our group's goals.
The team leader makes sure that I understand our group's goals.
My coworkers understand that personal goals need to be aligned with the broader vision and mission of the organization.
I understand the reasons for assigned goals.
I understand and contribute to development of strategic goals.

Strategic Goals

Strategic Goals emphasizes developing structured, long-term objectives that align with broader business strategy, market positioning, and organizational priorities. This dimension centers on resource optimization, contingency planning, competitive analysis (such as SWOT assessments), expansion opportunities, and aligning short-term actions with long-term outcomes. It prioritizes direction and structured execution, ensuring that each goal fits into a larger framework that drives business success.

The manager aligns immediate tasks with long-term aspirations to maintain a focused and cohesive overall effort.
My manager sets strategic goals for expanding into new geographical markets.
I am able to say "no" when necessary to effectively execute business strategy and meet long-term objectives.
The supervisor strategically aligns goals to enhance customer satisfaction and loyalty by understanding customer needs and expectations.
Senior leadership strategically positions the company effectively in the market by setting goals that leverage unique value propositions and target market segments.
The department head strategically allocates and optimizes resources to maximize efficiency and effectiveness in achieving goals.
Our department strategically plans activities, resources, and personnel to ensure that progress is made on all current goals.
I feel that our department makes effective contingency plans by developing multiple scenarios and strategies for various possible events and ensures that our goals are adaptable to changing circumstances.
I seek projects in areas outside immediate responsibilities.
I am able to establish strategic goals that focus on attracting, developing, and retaining top talent to build a strong, capable workforce.
I know how to perform a SWOT analysis (analyzing other companies strengths, weaknesses, opportunities, and threats) to help determine strategic goal-setting.
Our department systematically follows a structured plan so that progress is consistently monitored and adjustments are made as necessary.
My manager sets strategic goals that prioritize innovation and research and development.

Optimizes Goals

Our department recognizes each person's strengths and needs to foster a collaborative environment for achieving shared goals.
The manager considers the unique circumstances, challenges, and objectives associated with each particular task or project when creating/assigning a goal.
Senior leadership envisions the optimal future state and maps out the steps required to achieve it.
I am able to connect shorter task specific goals to longer term performance goals.
Managers take into account the unique circumstances, challenges, and objectives associated with each specific task or project when creating or assigning a goal.
My manager takes into account the nuances and intricacies of the situation, ensuring that goals are realistic, attainable, and aligned with the desired outcomes.

Committed

Committed focuses on dedication to achieving goals through sustained effort and a strong work ethic. This dimension highlights maintaining momentum, fostering discipline, actively supporting objectives, and ensuring that employees are fully engaged in pursuing success. It prioritizes motivation and persistence, reinforcing the importance of following through on commitments and backing assigned responsibilities.

I try to keep the momentum going working toward goals.
My manager fosters a disciplined work ethic, allowing for steady progress and the achievement of goals within the designated time frame.
My supervisor is committed to supporting and achieving assigned goals.
Supervisors fully back the objectives assigned to subordinates.
Employees I work with demonstrate a steadfast commitment to supporting the achievement of assigned goals.
My coworkers focus on actions that actively contribute to achieving the goal.
My manager encourages a disciplined work ethic for steady progress and timely goal achievement.
My manager serves as a committed partner to significantly enhance the probability of achieving objectives.

Understands Metrics

I know the specific metrics, key performance indicators (KPIs), and benchmarks that are used to assess progress and success.
My manager possesses a clear understanding of the evaluation criteria used to measure performance against the established goals for my position.
I am aware of the criteria used to evaluate performance relative to goals.
Colleagues know how achievements are assessed in relation to their position's goals.
I understand how performance is measured against goals for my position.

Creating Metrics

Creating Metrics focuses on defining and establishing the criteria used to measure progress toward goals. This dimension highlights selecting key performance indicators (KPIs), setting baseline measurements, determining evaluation methods, and structuring how success is measured. It prioritizes goal definition and measurement framework, ensuring that the right metrics are in place before tracking begins.

My manager establishes criteria for measuring my goal attainment.
I am aware of how performance is monitored and evaluated to more effectively align efforts with desired outcomes.
I can establish baseline measurements of KPIs to compare against progress toward goals.
I know how to create or use existing tools to collect and analyze data from sources such as surveys, financial reports, or log files.
My supervisor determines the critical metrics that will indicate progress toward goals.
My manager defines specific performance targets to measure goal attainment.

Performance Metrics

Performance Metrics emphasizes monitoring and evaluating progress using established measurement tools and indicators. This dimension centers on tracking completed tasks, assessing efficiency, analyzing trends over time, and making necessary adjustments based on performance data. It prioritizes execution and progress assessment, ensuring that goals are continuously monitored and refined as needed.

The project leader tracks progress on meeting performance goals.
The team leader tracks quarterly and annual performance figures by comparing them to the previous year.
Performance of goals is tracked, and adjustments are made as needed.
Supervisors measure and evaluate performance as related to business/customer needs.
My division uses metrics such as the number of tasks completed, project milestones achieved, or output produced per hour to measure progress.
My supervisor monitors progress regularly to assess that the goal is still on track.
I follow a structured plan to consistently monitor progress and make necessary adjustments.
My manager consistently tracks progress to ensure the goal remains on course.
My manager measures progress using metrics like tasks completed, milestones achieved, or hourly output.

Sets Timelines

Sets Timelines emphasizes structuring goals by defining clear deadlines, milestones, and scheduling tasks in a way that ensures efficiency and progress tracking. This dimension centers on establishing realistic completion dates, organizing dependencies, and monitoring adherence to timelines. It prioritizes time management and structured execution, ensuring goals remain actionable and progress is systematically measured.

The project leader establishes specific dates by which tasks or milestones must be completed.
My manager establishes realistic deadlines for goal completion.
The project leader allocates time and resources for when each task should be started and finished.
My supervisor breaks down larger goals into smaller, manageable milestones with their own timelines.
Supervisors set realistic dates for the completion of goals.
My manager recognizes that some tasks depend on the completion of other tasks and schedules them accordingly.
Supervisors monitor the completion of tasks and milestones against the timeline.

Adheres to Timeline

Adheres to Timeline focuses on maintaining schedules, meeting deadlines, and ensuring that tasks and milestones are completed within a designated timeframe. This dimension highlights strict adherence to structured timelines, tracking progress against deadlines, and making sure objectives are accomplished efficiently. It prioritizes time management and accountability, ensuring that goals remain on course with clear scheduling.

The project lead ensures that all tasks and milestones are completed within the designated time frame.
The project lead sticks to deadlines for reaching objectives.
My team meets deadlines for achieving goals.
Coworkers follow schedules to achieve goals.
My supervisor adheres to established schedules and timelines to effectively achieve goals.
Managers comply with timelines for goal attainment.
Colleagues maintain a clear overview of each goal's requirements and deadlines.
The team leader adheres to deadlines for the accomplishment of goals.

Avoids Distractions

Avoids Distractions emphasizes staying focused on the goal by eliminating interruptions and avoiding unproductive actions. This dimension centers on saying "no" to less important tasks, minimizing distractions, ensuring uninterrupted work, and preventing derailment from external influences. It prioritizes focus and efficiency, reinforcing the importance of maintaining concentration on essential objectives.

My manager says "no" to goals that will detract from the organization's objectives.
Coworkers avoid unproductive actions that fail to advance the achievement of the goal.
My supervisor maintains unwavering focus on tasks and deliberately minimizes interruptions to ensure the successful accomplishment of goals.
Our department maintains focus and avoids disruptions to achieve goals.
My supervisor stays on course and avoids distractions.
The project lead stays on task and steers clear of distractions to reach objectives.
My team remains focused and avoids interruptions to accomplish goals.
Managers are able to stay focused on important goals by saying "no" to less important goals and requests.
Team members avoid actions that do not contribute to the achievement of the goal.
The team is able to stay focused and avoid distractions that would disrupt the attainment of a goal.

Multiple Goals

The project lead is able to pursue multiple goals simultaneously.
Our team has developed strong organizational and time management skills allowing for the completion of a variety of goals.
Our team achieves the completion of multiple goals through a combination of strategic planning, adaptability, and effective time management.
Managers establish a clear link between shorter, task-specific goals and overarching, long-term performance goals.
Our department manages the pursuit of multiple goals at the same time by skillfully balancing priorities, resources, and time.

Supports Others

Supports Others focuses on actively encouraging, assisting, and facilitating the achievement of goals through motivation and collaboration. This dimension highlights leadership's role in fostering teamwork, providing guidance, inspiring employees, and ensuring that individuals feel supported in their pursuit of objectives. It prioritizes emotional and relational support, ensuring that encouragement and engagement drive goal attainment.

Leaders support peers/others in accomplishing common goals.
My team helps facilitate the success of others' goals.
The team leader supports and encourages the achievement of others' goals by providing guidance, resources, and constructive feedback.
Our department encourages and assists employees in achieving their goals.
The team leader supports the goals set for team members.
My manager motivates and inspires coworkers to work towards and achieve team goals.
My manager assists team members in reaching their objectives.
My manager encourages coworkers to attain departmental goals.
The team leader encourages coworkers to attain team goals.
My supervisor is a dedicated supporter to significantly enhance the likelihood of goal attainment.
My supervisor aids colleagues in achieving their performance metrics.

Completion of Goals

My supervisor aids and facilitates attainment of departmental goals.
Our department is successful in completing a diverse set of goals.
My coworkers achieve established goals.
Our team demonstrates a track record of successfully accomplishing a wide range of goals, spanning various areas and disciplines.
The team leader achieves stretch goals.
Team members achieve goals.

Flexibility

The team leader adjusts goals according to the progress of employees.
Managers refine and further define goals as additional information and details become available.
Supervisors may revise or modify clearly defined goals if they are deemed incorrect or unsuitable once the situation is fully understood.
My manager tailors goals to the particular needs and conditions of the situation.

Provides Resources

Provides Resources emphasizes offering tangible tools, materials, and assistance to help employees effectively accomplish their goals. This dimension centers on resource allocation, structured guidance, necessary training, and an environment designed to empower individuals. It prioritizes practical support and enablement, ensuring employees have what they need to succeed.

My supervisor provides constructive feedback and offers assistance when needed to help the team achieve its goals.
Leaders provide support to help subordinates reach their objectives.
My manager is fosters a collaborative and supportive environment where everyone feels valued and empowered to contribute their best efforts.
My department provides the necessary resources, guidance, and encouragement to help ensure success of the goals.
The company provides the necessary resources and guidance for employees to achieve their goals.

Provides Feedback

The team leader provides feedback to employees letting them know of their status in the completion of their goals.
Supervisors inform employees of their progress toward goal completion.
My supervisor gives helpful feedback and lends support to coworkers in reaching their goals.
My manager offers encouragement, removes obstacles, and gives feedback to help subordinates succeed.
My manager conducts timely follow-up; keeps others informed on a need to know basis.
The project manager offers useful critiques and assistance to colleagues to achieve their objectives.
The project leader offers encouragement, removes obstacles, and provides constructive feedback to ensure that subordinates have the confidence and tools they need to succeed in their goals.
Leaders deliver productive feedback and extend help to peer to accomplish their goals.

Knowledgeable

My division keeps employees informed about the status of a project goal.
The project lead keeps abreast of current developments pertaining to the job
The team leader shares valuable information and insights to support coworkers in attaining their goals.