Goal-setting alone isn’t enough. Establishing a practice of goal-setting is an important step in creating strategic alignment and work priorities that facilitate performance. But to drive real impact, goal-setting must be accompanied by meaningful conversations between employees, managers, and teams on an ongoing basis. How could your 1:1 check-ins better 昀椀t your needs?* These conversations provide an opportunity to identify potential risks or challenges and address any blockers, as well as discuss More oriented around my career 33% more long-term career goals and plans for employee growth growth and development and development. More oriented around my goals 31% and milestones More collaborative with 30% Performance management should be a continuous my manager process that’s integrated into the 昀氀ow of work — so seamlessly that it simply becomes the way teams work Held more often 28% — versus the episodic, backward-looking model of performance management so many companies Held less often 15% continue to struggle with today. Other (please 7% specify) *Respondents could select all that apply. How Goal-Setting Drives Employee Engagement and Retention