Targets and current results use the same unit
Employee goal tracking software
Employee goal tracking software for results, blockers, and next decisions
Turn each employee goal into a measurable record with a baseline, target, milestone, current result, confidence, evidence, support request, and check-in history.
- Targets and current results use the same unit
- Progress updates retain evidence and changed context
- Blocked goals create a support decision and owner
Free for up to five users. No credit card required.
Adapt fields, workflows, and dashboards without code. Explore 1,000+ app templates and use cases
Targets and current results use the same unitProgress updates retain evidence and changed contextBlocked goals create a support decision and owner
Overview
Why teams start here
A percent-complete field cannot explain whether the result is real, why progress changed, or what the manager should do next.
Progress updates retain evidence and changed context
Blocked goals create a support decision and owner
More Use Cases
Explore related workflow areas
Performance management software that connects goals, reviews, and follow-up
Set goals, discuss progress, and manage reviews and development actions in one Jodoo app. Keep employees and managers informed without monitoring daily activity.
Continuous performance management between formal reviews
Capture concise progress, evidence, feedback, blockers, support decisions, and follow-up while the work is still current—then carry that context into the formal review.
Make every appraisal decision explainable
Guide employees and managers through self-review, assessment, calibration, and acknowledgement. Keep the evidence and agreed follow-up with the review.
Software Comparisons
Compare software options for this workflow
FAQs
Questions about this use case
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.
Next Step
Open a template, then adapt it to your team
Start with the closest template in this use case, then customize fields, statuses, and handoff logic inside Jodoo.