Guide

How to Assign Goals

A complete guide to creating, assigning, and managing performance goals for your team using AWI.

What is Goal Assignment?

Goal assignment is the foundation of performance management in AWI. It allows administrators and managers to create clear, measurable objectives and assign them to individual employees or entire departments. Well-defined goals align individual efforts with your organization's strategic priorities and give everyone a clear understanding of what success looks like.

Who can assign goals? Administrators can assign goals to anyone in the organization. Managers can assign goals to members of their department.

Step-by-Step Instructions

Navigate to Goal Setting

From the sidebar menu, click on 'Goal Setting'. This is where all assigned goals are listed and managed.

Click 'Assign Goal'

Click the 'Assign Goal' button in the top-right corner of the page. A form will open where you can enter the goal details.

Fill in the Goal Details

Complete the following fields:

•Goal Title — A clear, specific name for the objective (e.g., 'Increase quarterly sales by 15%')
•Description — Additional context about what the goal involves and how success will be measured
•Category — Choose from Financial, Customer, Internal Process, or Learning & Growth (Balanced Scorecard categories)
•Priority — Set as High, Medium, or Low based on importance
•Target — The measurable target value (e.g., '100' for 100% completion)
•Deadline — The date by which the goal should be completed

Select the Assignee

Choose who the goal is for. As an administrator, you can assign to any employee. As a manager, you can assign to members of your department. Select the employee from the dropdown list.

Submit and Notify

Click 'Submit' to create and assign the goal. The assigned employee will receive a notification and can view the goal in their dashboard. The goal starts with a 'Not Started' status.

Understanding Goal Categories

AWI uses the Balanced Scorecard framework to categorize goals. This ensures your organization tracks performance across all critical areas, not just financial results.

Financial

Revenue, cost reduction, profitability, and budget targets.

Example: Reduce operational costs by 10% this quarter

Customer

Customer satisfaction, retention, acquisition, and service quality.

Example: Achieve 95% customer satisfaction rating

Internal Process

Operational efficiency, quality improvement, and process optimization.

Example: Reduce average response time to under 2 hours

Learning & Growth

Employee development, training, innovation, and skill building.

Example: Complete advanced project management certification

Goal Status Lifecycle

Goal status updates automatically based on progress. Here is how the lifecycle works:

Not Started

The goal has been assigned but no progress has been recorded yet.

In Progress

The employee has started working on the goal and progress is being tracked.

Completed

The goal target has been reached. The goal is ready for assessment.

On Hold

The goal has been temporarily paused.

Cancelled

The goal has been cancelled and will not be pursued.

Best Practices

Write goals that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART)

Set realistic deadlines that give employees enough time to deliver quality work

Use the description field to provide clear context and success criteria

Assign appropriate priority levels — not everything should be 'High' priority

Review and update goals regularly to keep them relevant as priorities change

Use goal templates for recurring objectives to save time and ensure consistency