Exaserv Blog

The SuccessFactors Performance and Goals module is frequently one of the first SuccessFactors modules to be implemented. And for good reasons, it shows a quick ROI and is a great start for your digital HR transformation.

Below the 3 secrets to make a Performance and Goals implementation a success:

Features – Spend time to understand the Performance and Goals features available. There are some fabulous features that can be very valuable but are often not used simply because of a lack of knowledge.  Here are just a few examples:

  • Initiatives – This is a great way to track goals that are related to companywide initiatives. Users can associate their individual goals with initiatives, which can be tracked and reported on at a broader level.
  • Group goals – allows users to share goals with team members. You have the option to choose which fields can be locked down by the creator and which fields can be updated by the team members.
  • Team goals – similar to group goals, with a couple of distinct differences. This allows someone to create a team goal and share, but they may distribute the goal and choose not to have it on their own plan.  They can also allow the goal to be used by other teams.
  • Cascading goals – Users can create a goal and then “cascade” it to other users, or users can even have a goal cascaded down to them. This is a way to link goals together, but still have to goal fully maintained by individual as opposed to group and team goals where certain fields are locked down.
  • Get Feedback – On the performance reviews, users can choose to have the form forwarded to other users for comments and/or ratings. This is a great option for when an employee’s manager changes mid-year.
  • Ask for Feedback – This is an email request that can go to either internal or external individuals requesting feedback. These individuals do not see the appraisal form, so it is a great option for peers or external customer feedback.
  • Goal Plan States – Goal plans can be “locked-down” after the initial goal setting has been done. You can choose to keep certain fields, for example status, percent complete, etc. open to employees, but not allow them to change other critical fields such as due date or the target goal.  Goal plan states can be controlled directly on the goal plan or from the performance review itself.
  • Continuous Performance Management – More and more companies desire year-round engagement between employees and managers. Activities, Achievements, and feedback can be tied to an employee’s goals.  The Achievements throughout the year are then integrated directly to the year-end performance assessment.  This can completely eliminate the need for formal mid-year assessments. See below a 2-minute video:


Preparation – Prepare for your Performance and Goals implementation. Before your requirements gathering workshop, there are 3 essential things you can do to ensure a productive session.

  • Understand your current process. What works now and what doesn’t?  What parts of your current process bring value to your company?  Which parts could use improvement or cause you pain points?  Examples of things that work might be your approval chain.  Things that may not work might be tracking the status of your appraisals.  Coming prepared with this understanding will help your consultant guide you in developing a performance and goals module that will keep the good and improve on the not so good.
  • Ask for a demo. Typically, only a handful of project team members are involved in the selection process.  This creates a knowledge gap for the rest of the team who isn’t as familiar with the module and may not be fully prepared to make design decisions.  Having a demo for the entire project team prior to kickoff will allow them to be comfortable with the module and ask questions that maybe didn’t come up during the selection process.
    Compile your company’s competencies. This includes your core competencies and your job-role specific competencies.  During the design and build phase of the project, you will want to focus on testing and tweaking, not on figuring out what to rate on.  This will allow you to focus on design decisions and create the best possible system for your company.


  • Streamline and Consolidate – Use the implementation as an opportunity to streamline and consolidate. Often times, different business units have entirely different processes for performance and goals.  Implementing a new system allows the opportunity for the company to assess these practices and come up with a solution that works for everyone. Start with a process which would in your opinion work for all the business units and then ask the following question: Why wouldn’t this process work for you? Many times the different business units will quickly realize that their processes aren’t that different after all.
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