Best practice for permanent KPI tracking in Viva Goals
Hello, We adopted OKR and Viva Goals for annual and quartely objective tracking. However, we would like to integrate our general/permanent KPIs into Viva Goals (KPIs that may or may not curently be tied to an OKR). I saw the feature allowing a Key Result to be pinned to the KPI dashboard, not all my KPIs already exist as a Key Result, or maybe the Key Result is for a specific period (quartely) and the KPI is permanent/annuel. Also I need a view of my KPI for "all company" and the "pin to KPI" doesn't work for multi-teams views. How is everyone managing company-wide, permanant KPI/scorecard ? I tested creating an objective named "Permanent KPIs" within the root "company" team, and KPI under it as Key Results, but this feels/looks a bit weird. I also tested setting the root "company" team as an additionnal owner of Key Results located elsewhere in Viva Goals, so they appear with the "company" view.
Any client using Viva Goals as Performance Management?
A client is interested in modernizing their performance management system, leading them to consider Viva Goals. Their requirements, however, extend beyond standard goal alignment and team-level performance tracking. They are seeking a system that offers, Individual performance management (setting, modifying, and reviewing), Integration of career development, training, and compensation decisions based on performance data, Tracking of performance history at both individual and organizational levels etc, Our assessment suggests that Viva Goals alone may not fully meet all these needs. We believe that a solution integrating Viva Goals with a total reward-driven performance management system could be more suitable. We would greatly appreciate any insights or experiences you might have regarding similar implementations. Additionally, we are interested in discussing possible workarounds or integrations that could meet our client’s needs.
Regarding Tableau integration and key result target updates
Hello! Does anyody have a solution share for the following two problems: 1. When connecting to Tableau the units of the metric seem to show billion times larger. Why so? 2. Can the OKR import Excel be used to efficiently update only metric targets that already exist in Goals and have Tableau integrations set up.Bug in workflow? Deleting approved OKR is allowed.
Client started using workflow with the following symptom: Setting: approval workflow is enabled and "prevent changes after OKRs are approved" is checked Situation: OKRs are "Approved" by a manager Problem: Employee is still allowed to delete aproved OKR item Do you have a practical experience with workflow? Based on the definition described at https://learn.microsoft.com/en-us/viva/goals/approval-workflows our environment allows people deleting approved OKRs. Can you share best practice? Thank you RomanHow to Improve Collaboration and Results with Viva Goals and ADO
We are excited to announce the How to Improve Collaboration and Results with Viva Goals and ADO livestream event on Tuesday, September 26th at 9:00AM Pacific! In this 45-minute YouTube Live event, Mark Myers, Senior Program Manager, Digital Security & Resilience, Microsoft, and Johnny Jones Jr., Senior Technical Program Manager, Microsoft Security Response Center, share the challenges they faced when trying to find a consistent way to track team goals and showcase cross-team collaboration – and how they utilized the Viva Goals and ADO integration to tell a better story of the work their team does to their organization and the business impact they made. Add your questions now!How to bake OKRs into operating rhythms 🥁
It's the start of fiscal year planning for Microsoft and that means budgets, OKRs, and product planning are top of mind in Engineering. We try to infuse OKRs into the culture by: Having teams estimate the impact of their Engineering initiatives (e.g. ADO epics) on OKRs during their product planning. This helps give visibility into the engineering investments and how they are expected to impact our OKRs. Reviewing OKRs as part of our Monthly Business Reviews. As we all know, planning and estimation is a non-trivial effort. I find the effort up-front helps to set expectations and tells us if we are on track during our monthly reviews. We bake OKRs into the operating rhythms with templates that include a column for the estimated impact in planning documents. During MBRs, we review OKR status and call-out engineering investments that may be putting a KR at risk. Speaking of tying initiatives to impact, some of our teams have been using Viva Goals "Projects" ️ entities to track the initiatives explicitly. Have you been tracking your initiatives using Projects? I'm curious if other teams are leveraging the "Projects" in this way. One thing that I think would be great is if the Viva Goals Projects could have a metric value associated with Key Result. Currently, we have just been including the value in the Title so that it communicates the weighted impact on the KR. Would you find it valuable to have a weight or value associated with the Project entities?My favorite Viva Goals feature - multi alignment - and how I use it.
Hi everyone! I wanted to share my thoughts around a personal favorite feature of mine, multi-alignment in Viva Goals, and how we’ve been using it both internally at Microsoft and across some of the customers I work with. There are three primary use cases I’ve found for multi-alignment and I’m going to walk through each of those below. “Promoting” a key result to be aligned to the team and department level I was working with a team here at Microsoft and their leader was very much so a delegator. When it came to goal setting, they wanted to see what the team came up with first, and then provide input. So they had their team of 7 create goals for each of their representative organization and present those back to the leader. From there, the leader then picked out a handful of Key Results they wanted ‘promoted’ up to their level. What I really mean by ‘promoted’ is that they were multi-aligning the key results that were selected to be aligned to both levels of objectives. One key result object, but aligned to multiple levels of objectives. There was representation from each organization and the beauty of doing this in Viva Goals, was that there needed to be only one update on the key result, but it was viewable and contributing across multiple objectives. Saving time and keeping them aligned. Contributing to both an Objective and as a sub-KR Many times I run into or work with teams that want to manage their goals in two different ways. The first side of the house might be focused solely on the numbers. “Away with these ‘Objectives’ just show me the targets were trying to hit and how they break down across our regions” I heard them say. We accomplished this by setting a Key Result and then creating sub-Key Results and sub-sub Key results underneath. All creating a big tree of contributions that worked well for them. On the flip side, the other team was also focused on similar targets, but made them a part of a cohesive OKR that included more than just the targets themselves. As you can see above, both sets of goals across these teams included Key Results from the other. The difference was, rather than creating two different key results to track the same target, which would require two sets of owners and two sets of updates, we used the same single key result object and multi-aligned it as both a sub-KR and to an Objective. You can see above, Viva Goals made this much easier to save time and keep them aligned. Multi-alignment strikes again. Aligning one KR to multiple Objectives The last example here is also like those above, but rather than aligning across levels or across goal objects, we’re aligning across teams. The biggest draw of having a more rigorous and managed goal setting program is the alignment you achieve across your company. Well, what’s the best way to achieve that alignment and make sure we’re all focused on the same outcomes? Sharing the same outcomes, of course! In many cases when I’m working with a team, new relationship or old, I like to have a conversation about where we can share the same outcomes to ensure that we’re both moving in the same direction. With Viva Goals we can quite literally share the same key results, even if they’re aligned to different Objectives or living alongside different other outcomes. I took a single key result object and multi-aligned that to two different objectives across two different teams, making sure they both are progressing towards a common outcome. How have you all been using multi-alignment?
