Measure missing
The goal has no clear baseline, target, unit, milestone, or evidence expectation.
Return it for clarification before tracking begins.Employee goal tracking software
Track the result, the blocker, and the next decision
Turn each employee goal into a measurable record with a baseline, target, milestone, current result, confidence, evidence, support request, and check-in history.
A percent-complete field cannot explain whether the result is real, why progress changed, or what the manager should do next.
Start with Jodoo’s Free plan for up to five users. No credit card required.
- Targets and current results use the same unit
- Progress updates retain evidence and changed context
- Blocked goals create a support decision and owner
Reviewed by Jodoo’s product and content team · September 6, 2026. Explore sample goals, reviews, and follow-up in the app, then adapt the process to your team.
Included in the sample appGoals, progress updates, check-ins, blocker views, and decision dashboards.Adapt after installationSet the reminders, permissions, routes, and review rules your team actually uses.
Keep target, progress, confidence, and evidence separate
Each field answers a different question and makes the next check-in more useful.
Field groupCaptureDecision it supports
Definition
Goal title, type, period, employee, manager, team, business objective, and why it matters.
Is this the right commitment for this person and period?
Measure
Unit, baseline, target, current result, weight, milestone, start date, and target date.
What has changed, and how will success be recognized?
Progress context
Confidence, update date, evidence, blocker, dependency, support needed, and employee note.
Can the employee continue, or does a manager need to act?
Check-in outcome
Decision, changed milestone, support owner, agreed action, due date, next check-in, and closeout.
Keep, change, support, reprioritize, carry forward, or close?
Do not wait for the next review to discover a blocked goal
Use status and confidence together to route the right response.
Update overdue
The progress record is older than the agreed cadence or lacks a current result.
Prompt the employee or revise the cadence.Confidence falling
The result may still look on track, but the employee sees risk in capacity, scope, or timing.
Discuss the risk before the milestone is missed.Blocked or dependent
Progress needs a decision, resource, handoff, or work outside the employee’s control.
Assign a support owner and due date.Ready to close
The target or milestone is met and source evidence is available.
Verify the result, capture learning, and choose the next goal.Measure portfolio health without reducing people to a score
Every signal should open the underlying goal, update, blocker, or support action.
MeasureDefinitionManagement response
Goal confirmation
Goals with an agreed measure, target, employee, manager, and period.
Fix incomplete expectations before judging progress.
Update freshness
Days since the last meaningful progress update by goal and team.
Ask for current context or adjust an unrealistic cadence.
Confidence and blocker mix
On-track, at-risk, blocked, and needs-update goals with reasons.
Resolve dependencies and support needs, not just the status label.
Milestone health
Upcoming, met, late, revised, and missed milestones against the goal plan.
Confirm the next commitment or replan transparently.
Support follow-through
Open and overdue manager or partner actions created from check-ins.
Hold the support owner accountable before rating the employee.
Make goal tracking useful for the employee and manager
Clear measures help, but good judgment still depends on context.
What should employee goal tracking software record?
It should keep the goal definition, owner, period, baseline, target, current result, milestones, confidence, evidence, blockers, updates, support decisions, and closeout together.
Is percent complete enough?
Rarely. Use a clear unit and current result where possible, then capture confidence and context separately. Percent complete can hide rework, blocked dependencies, or unclear acceptance.
How should goals change mid-cycle?
Preserve the original target or milestone, record what changed and why, record who approved the change, and update future expectations without rewriting history.
Can goals roll up to team objectives?
Yes. Relate employee goals to team or company objectives when that relationship is meaningful, but avoid forcing every development or operational goal into a cascade.
Should the dashboard rank employees?
Not by default. Use the dashboard to find missing expectations, stale updates, blockers, support demand, and follow-up. Rankings without role and context can mislead.
Can employees update goals on mobile?
Yes. The Jodoo example supports concise progress, evidence, blocker, and support updates from mobile while managers retain decision and follow-up views.
Start with measurable examples
Open the Jodoo applicationTry tracking goals that are on track, at risk, and blocked
Verify the employee update, manager support decision, evidence, milestone change, and portfolio drill-down before scaling the process.