Creating A Performance Review with Power Automate leveraging Viva Goals
We are moving away from a HRMS that does performance management and want to use Viva Goals for all of our individual/team/organizational goals. Our organization still has a desire to do paid for performance structure requiring us to find a Performance Review process that we can use with Viva Goals data. Has anyone used Power Automate to create a review process leveraging the Viva Goals data?Initiatives have to keep same metric format as Key Results
Hi everyone, is it bug or feature that Key Results aligned to Objective can have mixed format of metric while Initiatives underneath can't? Probably hard to understand, so let's explain it like this: Objectives' Outcome is always set as percentage of completion Key results' Metric may be set as numeric, percentage, even currency and still may contribute to Objective above Initiative has to keep same metric format as Key results otherwise contribution is not available to set Example: KR set as reach 2 (number), Initiatives set with milestones as percentage completed, "Manage contributions" dialog doesn't allow to choose some of those Initiatives as they have no metric or wrong metric format. Is that by reason and could I understand why? It is possible to combine KRs contributing to Os but why not Is to KR?
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.
Understanding OKR permissions and privacy: not obvious parent-child logic!
Hi, Wanted to share our experience and evolving understanding of OKR permissions and privacy to see if it matches with what others see and need. Step 1 - Viva Goals provides a feature to make Objectives or Key Results "private" by setting the permissions to "Only selected people can view and align". Given we have some Key Results that expose sensitive financial results, for those KR we set the permissions to just a limited set of people. This all feels good as a little "lock" appears beside the KR. Step 2 - Some of those private KRs are grouped under a parent Objective that we also make "Private" as everything under the Objective is private. However, some of the private KRs are grouped under Objectives that also have KRs that are public, so those parent objectives are kept "public". Outcome: we assumed that all the KRs that we made private are indeed private. But to our surprise, this does not seem to be the case. When the private KR is child to a public Objective, then people who are NOT in the permission list can this see the KR and its result. Exactly what we wanted to avoid! In the case of private KRs that are child to a private Objective, the general public can see the private Objective but they can not open it and see any of its child: which is good! (even though we thought they would not even see the private objective!). So our conclusion is that to make KRs truly private they NEED to be grouped under a Private objective, not a public one. And it needs to be clear that this private Objective is actually visible to all. This is a relatively acceptable workaround once one is aware of it. However the User Interface of Viva Goals is deceptive in the way that it lets the KR creator think that its KR is private, when it actually is not. Have others used the OKR privacy settings and see similar outcomes? Other experiences or recommendations on how to make sure private OKRs are truly private?
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.
