The Applicant Manager Blog

Subscribe to Email Updates


Recent Posts

What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

Why Company Goal Setting Should be a Key Part of Company Culture

by | Jul 29, 2020 | Uncategorized


We hear about company culture quite a bit. Open concept offices, flexible hours, on-site gyms and a casual dress code. These influence a culture, but at the end of the day, how are we truly defining company culture?

A culture is the values and practices shared by the members that make up the culture. Company culture is the values and practices shared by the members, or employees, of a company. When we’re speaking about values, or as some organizations refer to them – core values, it’s important to remember that these values are the key to shaping the culture of a company. When a company knows exactly what their values are, their culture is defined, and the organization is in a position to clearly outline their goals.

Why is this important? A company without clearly defined goals has no destination in mind. Rather, the individuals or small groups that make up the company each have their own goals, but aren’t sure whether or not they align with one another on their way to achieving the larger over-arching goals of the company. This is a dangerous place for an organization to be in, as they have no idea where they’re headed.

Company culture goals

Goal setting is essential, but it’s also fluid. Just as people change over time, so do the companies they work for. As some people leave, and new people join an organization, they’re each bringing their own ideas and values to the culture, as well as their own personal goals and ideas. This influences a culture, even if just a little. Change is healthy, as companies grow, they should aim to continue changing, as long as their core values remain clear at all times.

As companies change and evolve, their goals will need to adjust. When we look at the goal setting methods still utilized by more organizations, it appears that there hasn’t traditionally been a lot of room for change or growth, nor has there been the breadth available for encouraging collaboration and innovation. Not surprisingly, a few tech companies started to notice this pattern, and over the last few years, have pioneered changes within the way they set goals, specifically surrounding employee performance reviews.

The idea was to do away with forced ranking, and a strict tie to pay for performance. Additionally, companies are starting to meet more than twice a year to discuss performance, and in many cases, are utilizing software such as Goalspan, a partner of The Applicant Manager, to track and analyze goals on a daily, weekly, monthly basis. This software makes it possible to receive feedback from your leader, as well as other leaders and peers. What were some of the motivating factors behind pioneering a new way to review employee performance and set goals? Let’s take a look.

Our Work Environment is Radically Different

Traditional performance reviews set annual goals, and employees and leaders may meet bi-annually to discuss how they were coming along with regard to achieving those goals, and then of course annually to revisit how they did over the year, whether