---
title: "Set and Manage Goals in SkillPanel"
canonical: "https://help.skillpanel.com/space/TBG/4220157955/Set%20and%20Manage%20Goals%20in%20SkillPanel"
format: markdown
---
**The Goals module** supports management by objectives by providing employees with full transparency regarding expectations and the direction they should follow. It allows employees to independently propose their professional goals in the system – whether related to daily tasks, collaboration quality, or broader business objectives. Each goal is then reviewed and approved together with the manager, fostering collaboration, alignment of priorities, and a clearer understanding of what matters from both perspectives.

This guide is divided into two sections:

- [configuration from the employee's perspective](https://help.devskiller.com/space/TBG/4220157955/How+to+use+the+Goals+feature#If-you-are-an-employee)
- [configuration from the manager’s perspective](https://help.devskiller.com/space/TBG/4220157955/How+to+use+the+Goals+feature#If-you-are-a-manager)

**Note:** This feature can be customized for each organization. The instructions below describe how to use the module in a sample configuration.

### **If you are an employee**

After logging in, you will see the following screen, where you can set up and add your goal.

![image-20251021-154013.png](media://5a965dff-bc18-4074-8eec-f766d4d075a1)

After clicking the “+Add goal” button, you will see the goal configuration window.

![image-20251021-154553.png](media://e6b35eec-1f5d-4d31-95b7-af002cc2f7a6)

At this stage, you select the goal category: whether it should be Individual objective or Team Objective.

Each of these categories uses a different method for measuring progress:

- **Start/Target** – this option allows measurement in percentage or any other chosen unit.
- **Open/Closed** – this option provides two statuses to choose from: “Open” and “Closed.”
- **Aggregation** – this option enables combining progress from multiple sub-goals into the overall goal.

![image-20251021-154655.png](media://e1058a96-d350-4e30-ac3b-b20ccc735873)

Additionally, for an individual goal, you have the option to set its visibility.

![image-20251021-154735.png](media://5a40255e-d2b8-4081-b589-012b273f28dd)

Next, your task is to configure sub-goals, which are subordinate objectives within the periodic plan. To do this, click on the main goal. You will then see the screen shown below. Click the “+New sub-goal” button.

![image-20251021-154841.png](media://16682d1d-e31e-4369-80cd-8c5001c04887)

After clicking the button, a window will appear, allowing you to configure the sub-goal:

![image-20251021-155051.png](media://eda74615-6085-4543-8924-7f11e95cc28e)

This is where you enter the title and description of the goal. You can also select the type of goal measurement:

**Start/Target** – this option allows measurement in percentage or any chosen unit.

**Open/Closed** – this option offers two statuses to choose from, as the name suggests: “Open” and “Closed.”

After adding the title and description of the sub-goal, click the “Save” button. You can then add another sub-goal by clicking “+New sub-goal” again.

Once this process is complete, your main goal will receive the status “Draft.” Your next step is to click the “Submit for approval” button, located at the top of the window in the screenshot below.

![image-20251021-155214.png](media://104d6873-25e5-4999-991f-c29299ec97b6)

After completing this action, the goal’s status changes to “Pending Approval.”

Now your goal must wait for action from your manager.

Once the goal has been approved by your manager, it will gain the status “Not Started.” From this point onward, you can update its status by clicking the “Update status” button within the sub-goal editing window.

![image-20251021-155604.png](media://a0a9e61d-8d24-4b9c-8ea6-d23dad708bc1)

You can choose from the following sub-goal statuses:

- **Off track** – goal delivery is behind schedule
- **On track** – goal is being delivered within the planned timeframe
- **Dropped** – you started the goal but did not complete it
- **Missed** – the goal was approved but not completed
- **Partial** – a significant part of the goal was completed; the remaining elements are either in progress or require refinement
- **Achieved** – the goal was fully completed
- **Rejected** – the goal was not approved by the manager

**From your perspective, goals are a tool for tracking your own progress.**

How can you track the history of your goal? When you open any goal, you will find an **Activity** section at the bottom of the window. It displays the full history of all status changes, as well as any comments or notes that have been added.

![image-20251021-155722.png](media://b3bc4d1e-5945-4a7b-a05f-3a0240f93985)

### **If you are a manager**

You can access your organization's goals from the main menu by clicking the **Goals** tab on the left-hand side. From here, you can review existing goals and add new ones.

By default, the **Goals** tab displays a list of all goals assigned to your team.

The list is structured in three levels: annual goals, periodic goals, and sub-goals.

Defining sub-goals is the responsibility of the employee. Your role as a manager is to **approve or reject** these goals by updating their status.

![image-20251021-155810.png](media://31a1ce07-639a-4297-aecc-e54150768011)

You can open any employee’s goal by clicking on it. Pay particular attention to goals marked with a **red dot** (these indicate updates) or to those with the **“Waiting for approval”** status.

Here is the editing screen for a goal that is pending approval. Just below the main goal title, next to the **“Approve”** and **“Reject”** buttons, you’ll see a number indicating how many sub-goals are included in the main goal.

By clicking **“Approve 2,”** for example, you approve the main goal along with all three sub-goals. Similarly, clicking **“Reject 2”** will reject the main goal and all its associated sub-goals.

![image-20251021-155939.png](media://f7199e88-e755-46ba-90c5-fba0a0932eb4)


However, you can also approve or reject goals at the sub-goal level by clicking on the name of the selected sub-goal. The sub-goal editing screen appears as follows:

![image-20251021-160030.png](media://4d4549db-4f64-4858-bc21-709b05116924)

Once a goal is approved, its status automatically changes to **“Not started.”**

In the editing window, the **“Update status”** button will appear. By clicking this button, you can change the status of the goal as follows:

![image-20251021-160254.png](media://beaf8f10-13b3-475f-b632-43b10d3c8710)

Below is the list of statuses that define the progress of a goal:

- **Not started** – you have approved the goal, but the employee has not yet begun working on it.  
**Note:** Once goals are approved by the manager, neither party can make changes. Only a super manager can revert the goal back to draft status.
- **Off track** – the employee is behind schedule in delivering the goal.
- **On track** – the goal is progressing within the planned timeframe.
- **Dropped** – the employee started the goal but did not complete it.
- **Missed** – the goal was approved but not completed by the employee.
- **Partial** – a significant part of the goal has been completed; remaining elements are either in progress or need further refinement.
- **Achieved** – the goal has been fully completed.

Changing the main goal’s status to **“Achieved”** closes the process.

![image-20251021-160334.png](media://8345e278-24f2-41dd-bbcd-99505846590f)


In the editing window of each goal, there is also an **Activity** section that allows you to track the status history of the employee’s goal. From this section, you can also add comments.

![image-20251021-160449.png](media://a8518c5a-8441-4c09-8e30-1692dc725603)

## Use SkillPanel to Go Faster and Clearer

| Step | Feature | Benefit | How it helps |
| --- | --- | --- | --- |
| Set categories | Goal Category | Distinguishes team vs. personal performance | Aligns reviews with business and growth priorities |
| Measure progress | Progress Type | Quantifies completion | Enables data-based check-ins |
| Add sub-goals | Aggregation | Breaks complex goals into trackable parts | Reduces ambiguity in OKRs |
| Activity feed | Goal History | Auto-records updates and comments | Simplifies performance reviews |

---

## Examples

**Example 1 – Developer growth**

- Goal: *Learn Azure fundamentals*
- Sub-goal: *Pass AZ-900 exam (Target: 100%)*
- Outcome: Progress tracked, status changed to “Achieved.”

**Example 2 – Team efficiency**

- Goal: *Reduce sprint spillovers*
- Sub-goal: *Maintain <5% unfinished tasks per sprint*
- Outcome: Aggregated progress drives visibility in team retrospectives.

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## FAQ

**Q:** What happens if I miss a goal?  
**A:** Update its status to **Missed**. The record remains for transparency.

**Q:** Can multiple people share one goal?  
**A:** Yes, under **Team Objective.**

**Q:** Where can I see my goal’s history?  
**A:** In the **Activity** section at the bottom of the goal window.

**Q:** Can sub-goals have different measurement types?  
**A:** Yes, they are independent and can be mixed as needed.

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## Pitfalls & Tradeoffs

- **Don’t** skip goal descriptions; vague goals slow approvals.
- **Avoid** too many sub-goals, 3–5 per cycle keeps reporting meaningful.
- Public goals build accountability but may expose sensitive data; use private mode when appropriate.
- Aggregated metrics simplify tracking but can hide underperforming sub-goals, so check them regularly.