Goal Align! Introduction and Examples Goal Align is the breakthrough step that aligns performance with corporate strategic goals. Traditionally, performance appraisals and goal setting are done by managers and employees who don't know their company's strategic goals. Goal Align provides a drop-down of your company's strategic goals as part of the performance appraisal and goal setting processes. Below are "Before and After" examples of competency scoring and goal setting. Note the differences in a manager's input when they start by aligning a corporate strategic goal with the needed performance. Scoring a Competency without, then with Goal Align Before: Manager Provides Competency Feedback with NO Goal Align After: Manager Provides Competency Feedback WITH Goal Align The manager first selects a corporate strategic goal that this competency supports. Now that a corporate goal, "Maintain 100% of our current customers" is associated with the Communication competency, note the increase in targeted comments, and the manager's ability to see strategic advantages to developing Jane's skills in this area even though she is already a good performer. Creating a Goal without, then with Goal Align Before: Manager Sets a Goal for His/Her Employee with NO Goal Align After: Manager Sets a Goal for His/Her Employee WITH Goal Align The manager first selects a corporate strategic goal that the employee's goal will support. Notice the improved definition of specific hiring needs. The goal has also prompted the manager to provide guidance concerning applicant qualifications, successful training and client relationships.