Here are the key questions to ask the client during a requirement gathering session for Goals and Performance Management

Goals Management Questions

What are the primary business objectives that should align with employee goals?
Do you have a standardized goal-setting process across the organization?
Are organizational goals cascaded down to teams and individuals?
How do you handle goal revisions and updates during the performance cycle?
Do you want goal weighting to determine goal priority?
Should employees be able to set personal development goals in addition to business goals?

Do you need a centralized goal library with predefined goals for employees to choose from?
Should employees and managers be able to create custom goals, or only use predefined ones?
How should goal approvals work? Should managers approve all employee goals?
Would you like to include goal templates based on roles or departments?

How often do you conduct performance evaluations? (Annual, bi-annual, quarterly?)
What are the key performance metrics used for evaluation?
Should self-assessments be mandatory before manager evaluations?
Do you require peer feedback or multi-rater reviews in the performance process?
Should managers have the ability to override ratings given by employees or peers?
What scoring system do you use for performance reviews? (Numeric, rating scale, or qualitative feedback?)

How do you track employee performance during the midyear review?
What criteria are used to assess probationary employees?
Do you need automated reminders for midyear and probationary reviews?
Should employees have an option to provide feedback on their probation review?

What are the triggers for initiating a PIP?
What steps should be followed for employees placed on a PIP?
Who should be involved in PIP evaluations? (HR, Manager, Employee)
How should PIP goals be tracked and monitored?
Should PIP completion lead to automatic performance improvement, or should it require another review?

Should managers and employees have ongoing performance check-ins outside formal reviews?
Do you want an Anytime Feedback feature for real-time recognition?
Who should be able to request feedback? (Only employees, managers, or peers as well?)
Should feedback be private or visible to HR and managers?
Would you like to integrate coaching and development plans into feedback sessions?

Do you need to integrate Goals & Performance Management with other systems (e.g., Compensation, Learning, or HRIS)?
What level of automation do you require for notifications, reminders, and approvals?
Do you want role-based access for different stakeholders (HR, managers, employees)?
Should employees have visibility into historical performance data?
Would you like to enable AI-driven performance insights?

I hope this blog post was helpful for you. If you have any questions or feedback, please leave a comment below.

Posted by : Mohammad