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Gather multi-rater feedback from peers to understand your strengths and blind spots. Nominate evaluators and send out a feedback questionnaire. Get your Feedback profile and compare self-perception against the perceptions of others.
Track sick leave, holidays, vacations, maternity/paternity leave, and compassionate leave.
Maintain an inventory of company assets like mobile phones, laptops and equipment.
Benchmark the levels of diversity and inclusion across the organization in order to start tracking improvements and employee feedback.
Discuss a career progression plan with your mentor/supervisor.
Set a structured agenda and talking points for a meeting with your manager or colleague.
Measure awareness of the company values and whether employee experience within the organization meets these values.
Set, track and publish your organizational objectives to drive awareness and ensure everybody is aligned.
Send confidential, constructive feedback and observations to a colleague's manager or HR.
Track your professional development by creating career targets and defining the skills, knowledge and personal traits needed to achieve your goals.
A survey to measure employees’ perceptions of how committed their organization is to diversity and inclusion.
A short survey to gauge how diversity and inclusion is perceived across the organization.
A long-form employee survey to assess diversity and inclusion across the organization.
Track employee engagement against key factors such as employee-manager relationship, communication, growth opportunities and work-life balance.
Measure the levels of motivation, teamwork and satisfaction that employees experience in their work environment.
Optimize employee onboarding with checklists for your newest recruits, their manager, administration, IT and HR.
Help new hires to hit the ground running by giving them the right documents, references and equipment before they start.
Facilitating employee wellbeing by checking in on mental health, home life and general health updates.
Conduct an exit interview with a departing employee.
Short survey questions to get to know your teammates better.
A quick mood survey to measure employee satisfaction at work.
A survey for new hires to give feedback on their onboarding experience.
Set and track your objectives, and include key results that define how your objective will be achieved.
A checklist for managers to direct new hires through their first 90 days at the company.
Request a One-to-One meeting with your direct report and document the discussion.
Check in with the team regularly to measure work satisfaction, team engagement and company culture.
Conduct a simple performance review with your line manager. The process includes self-assessment, manager assessment and sign-off.
Conduct a performance review with a line manager, supervisor and senior leader. The process includes self-assessment, assessments from the managers and a final employee sign-off.
Set goals which are specific, measurable, attainable, relevant and time-bound.
Set and track your team objectives to align colleagues to the team strategy.
Set up timesheets for any project work. Mark the days/hours you've worked and optionally record the items you've worked on.
Register and get approval for external training and development courses.
Track the tasks you'll be working on this week and report back on your progress at the end of the week.
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