Workleap Performance goals help you set, track, and align objectives across your organization. Goals are flexible and easy to update, allowing you to keep progress visible and teams focused.
Use goals to:
Create and structure goals at the personal, team, or organizational level, using your organization's framework (OKR, SMART, etc.).
Align goals into a parent–child hierarchy across individuals, teams, and the organization.
Track progress with roll-ups, weights, and progress states (On Track, At Risk, or Off Track).
Add comments and review the full goal history.
Get started quickly with Workleap AI–powered goal suggestions, or duplicate an existing goal as a starting point.
Stay on track with weekly goal reminder notifications.
Gain visibility through progress and adoption reports that help Executives and Managers measure alignment and gauge progress.
Create a goal
To create a goal:
Log in to Workleap and go to Performance.
Go to Goals > My goals.
Select New goal, and choose one of the following:
New from scratch — Start with an empty form and enter goal details manually.
Suggest goals — Let Workleap AI generate suggestions based on your role, responsibilities, and existing goals.
Workleap AI insight: When you select New goal > Suggest goals, Workleap AI creates 3–6 personalized goals based on your role, past goals, and team context. Goal suggestions are specific, measurable, aligned to your responsibilities, and unique to your profile. You can fully customize any suggested goal — language, measurements, timeline, visibility — before publishing.
Goal types
There are three types of goals:
Goal Type | Contributors Required | Typical Use Case |
Personal | None — the owner is the implicit contributor | Individual development and performance |
Team | At least one (members or teams) | Collaborative team objectives and projects |
Organization | Optional — every member is implicitly a contributor | Company-wide strategic initiatives |
Any active user can be assigned as a goal owner — the owner does not need a specific role.
Note: Only Executives, Collaborators, and Managers can create or convert a goal to Organization type. Employees cannot, even when they have edit access on the goal.
Set up a goal
Define your goal
Add the goal name, description, start date, and end date.
You can optionally align the goal to a parent goal.
If aligned, you can choose whether the goal's progress contributes to the parent goal's progress.
Note: To link a goal to a parent, you must have a contextual role on the target parent — be its Creator, Owner, or Contributor. Every member is implicitly a contributor on Organization goals, so any member can attach their own goal under an Organization parent.
Align goals across levels
Workleap Performance supports goal hierarchies with as many levels as your organization needs.
The three goal types (Personal, Team, and Organization) describe the scope of each goal — not its position in the hierarchy. You can chain multiple Team goals together to mirror the way your organization actually works.
For example: an Account Executive team goal can roll up to a Sales department team goal, which can in turn roll up to an Organization goal.
The Team type can represent as many intermediate levels as you need — squad, team, department, business unit — all linked into a single cascade that ends at the Organization level.
Tip — For the smoothest alignment experience, build the cascade from the top down. Executives publish the Organization-level goals first, then Managers create the team and department-level goals their reports will align to. When the cascade is in place end to end, Employees see the full chain of available parent goals when they create their own — all the way up to the Organization level — and can pick the right one to align to in a single step.
Choose who’s involved
Assign a goal owner. Any active member can be assigned, including non-managers.
Add contributors (members or teams) if it's a team or organization goal.
Set the visibility level:
Public — Visible to everyone in the organization.
Owners and Contributors only — Visible to the goal's creator, owner, and contributors.
Note: Regardless of visibility, Executives and Collaborators see all goals. Managers see every goal where any owner, contributor, or team member in their reporting line is involved — not only direct reports.
Who can assign whom
Role | Can assign as Owner | Can assign as Contributor (Member) | Can assign as Contributor (Team) |
Executive / Collaborator | Any member | Any member | Any team |
Manager | Any member | Any member | Any team |
Employee | Self, Manager, or peers* | Self, Manager, or peers* | Any team the employee belongs to |
*A peer is a colleague reporting to the same Manager as the employee.
Measure progress
Choose a tracking method:
Tracking Method | Description | Manual Override? |
Basic (0–100%) | Manually set progress percentage. | N/A (always manual) |
Multiple measurements | Track with quantifiable metrics (%, numeric, currency, yes/no). | Yes |
Sub-goals (manual) | Manually roll up progress from sub-goals. | Yes |
Sub-goals (automatic) | Automatically calculate progress from sub-goals. | No |
You can:
Add one or more measurements using percent, numeric, currency, or yes/no.
Link to related projects (optional).
Use custom weights to prioritize key measurements or sub-goals.
All weights must total 100%.
If weights are missing, remaining values are averaged automatically.
Example: A measurement weighted at 60% has triple the impact of one weighted at 20%.
Note: When you use Sub-goals (automatic) tracking, every sub-goal contributes to the parent's progress regardless of visibility — including private ones.
Tip: For more on the difference between sub-goals and measurements, see our guide here.
Publish a goal
Select Publish goal to launch the goal.
Note: Only the goal's Creator can publish it. An Owner who didn't create the goal cannot move it from Draft to Published.
Update goal progress
To update a published goal:
Log in to Workleap and go to Performance.
Go to Goals > My goals.
Locate the goal and select Update.
Edit progress, update measurements, or change the goal's status.
Optionally, add a comment for context.
Select Save progress.
Each update is saved in the goal's Progress history, which includes the timestamp, the user who made the update, and any comments provided.
The goal's Creator, Owner, Contributors, Executives, and Collaborators can add progress updates.
Who can edit or delete a progress update:
The user who wrote the update can edit or delete it
Executives and Collaborators can edit or delete any progress update on any goal
Automatic progress updates (generated by sub-goal rollup) cannot be edited or deleted.
Duplicate a goal
You can duplicate an existing goal to use it as a starting point for a new one. The duplicate is brand new — it has its own id and its own history, independent from the original.
To duplicate a goal:
Open the source goal from My goals or Explore goals.
Select Duplicate from the three-dots menu.
The duplicate carries over the owner, description, dates, visibility, tracking method, parent link, goal type, contributors, and measurements (with current state reset to the start state). The title is suffixed — " (copy)" in English, " (copie)" in French.
Progress updates, sub-goals, archive date, and "requires progress update" flag are not copied.
The duplicate starts as a Draft and must be published explicitly.
The source goal's Creator and Owner, Executives, and Collaborators can duplicate a goal. Contributors cannot.
Goal history
Every meaningful change to a goal is recorded in its History panel — title and description edits, owner or contributor changes, dates and measurement updates, progress additions and deletions, publish, archive and unarchive, and sub-goal links and unlinks.
Each entry stores:
The operation type (
Updated,Published,Archived,ProgressAdded,SubgoalLinked, etc.)The timestamp of the change
The member who performed the operation
A snapshot of the relevant fields as they were before the change
Anyone who can see the goal can see its history — the same visibility rules apply. Users who can't see the goal can't see its history.
When your organization changes
Workleap Performance recalculates goal visibility and permissions automatically whenever your organization's structure shifts — when someone changes Manager, moves to a new team, gets promoted, or leaves. Your goals stay in place, the work is preserved, and access updates to match the new reality.
An Employee changes Manager
When an Employee moves to a new Manager:
The new Manager automatically gains visibility on the Employee's goals.
The previous Manager loses visibility on those goals — they're no longer in their reporting line.
Past edits the previous Manager made remain attributed to them in the goal's history.
A Manager is promoted or changes reporting line
When a Manager moves up or sideways in the hierarchy:
The Manager's previous upper line loses visibility on the goals of people they no longer manage.
Goals owned by the promoted Manager remain visible to Executives and Collaborators, plus anyone in their new upward reporting line.
A goal owner leaves or is deactivated
The goal remains visible per its visibility settings and is fully recoverable:
Executives and Collaborators keep full edit, archive, and delete rights.
If the goal's Creator is still active and different from the deactivated Owner, the Creator keeps their edit rights and can reassign the goal.
Once the Owner is reassigned, the change is recorded in the goal's history (from
Deactivatedto the new Owner).
A Contributor is removed (departure or team change)
When someone is removed as a Contributor from a goal:
Their past progress updates remain in the goal's history — attribution is preserved.
They lose access to the goal going forward — they can no longer view it.
If they had linked a personal sub-goal to that parent, the sub-goal stays linked. In their view, the parent shows as No parent goal since they no longer have access to it.
The parent goal's automatic roll-up continues to include the contribution from that sub-goal.
An Employee is promoted to Manager
When an Employee becomes a Manager:
Their role on goals where they're already an Owner or Contributor doesn't change — those goals keep their existing permissions.
They gain read access on all goals owned by or contributed to by their new direct reports.
They can now create Organization-level goals, and convert goals they own or created to Organization type.
Close a goal
When a goal reaches 100%, or you consider it complete:
Open the goal from My goals or Explore goals.
Select Close goal from the goal's details page or the three-dots menu.
Closed goals remain searchable and filterable in Explore goals.
Delete a goal
The goal's Creator, Owner, Executives, and Collaborators can delete a goal. Contributors cannot.
To delete a goal:
Go to the goal's details page, or open it from My goals or Explore goals.
Select the trash icon on the goal's details page, or Delete in the three-dots menu.
Deleting a goal permanently removes all progress history, comments, and measurements.
Deleting a parent goal does not delete its sub-goals but removes their parent alignment.
Only the goal's Creator, Executives, and Collaborators can delete goals owned by other users.
Notifications
Goal owners receive a weekly email reminder when goals meet certain conditions.
When are reminders sent?
Evaluated every Friday.
One notification per user is sent the following week.
Contributors do not receive reminders.
Reminders are triggered if:
The goal has not been updated in the last 28 days.
The goal is past its end date.
A goal can continue to trigger reminders weekly until updated or closed.