One of the first things you will start hearing about when you start at Capgemini is about goals and how to set them. You will be hearing about this from your People Manager, from HR and from your project managers.
Setting your goals for the year and for a project can be like anything in life; it is only as good as you treat it.
This article goes into how to set your year-end goals and the project level goals and why they are relevant.
Goals at Capgemini:
Setting your year-end goals will be one of the first things that you do in the New Year. This will be something that is typically done between late January and early February. When you are setting your goals for the year, it is best to make goals that challenge you, but yet are achievable.
The software that we use to track these goals, both yearly and project level goals, is called MyPath. The website divides these goals into two parts. The formal is one is more focused on soft skills and the latter is more focused on your hard skills.
Personally, I divide my goals until sections and into two sections; the first sections are operational goals and the second are transformational goals; both of which will be covered in the next section.
Year End Goals- Examples:
One of the hardest things my peers and I had when we were creating our goals for the first time, was to come up with coherent goals, especially when we were new to the industry and to the company. Below are some examples about how you can divide up your goals and examples of how to label them.
Operational goals can look like:
Client Acquisition and development
· What can you do to help win us business?
o Participating in Pursuits, listening out for new opportunities in the client site, working with BDEs or AEs etc
· What can you do with your deliverables to ensure that they are excellent?
o Getting deliverables done on time or earlier, low return rate etc.
· Can you help others with their deliverables etc?
· How can I start mentoring and helping others?
o Helping with deliverables, coaching or mentoring others, helping with recruiting (etc)
· How to lead with your knowledge, your deliverables, and people
· Can I better my knowledge in a different company, industry, process, application, methodology, practice etc.?
Reviewing annual goals:
There will be 3 times that you will review these goals:
1. The first time will be with your people manager after you create them at the beginning of the year. Your people manager can help guide you with understanding what you should try to accomplish or how to expand or contract your goals. Once they are ok with your goals, you can save them in mypath.
2. The second time will be during the mid year review with your people manager; typically done around June. From here, you will review your goals and evaluate where you are in accomplishing these goals.
3. The third time you will review these goals, will be at the end of the year; typically around October. Like in the mid year, you will be reviewing your goals and evaluating where you are in accomplishing those goals.
Project goals the goals that you expect to get from being on your project. These are important because this will be part of the criteria that your manager will use to evaluate and rate you during the roll off evaluation or mid/end of year.
You can format your project goals any way you want. Personally I format it similarly to how I do my year end goals, but align my goals to the project.
Make sure that you establish your goals during the onset of your project and review them with your manager. Once they approve, then you can put them into mypath.
As mentioned earlier, setting your goals for the year and for a project can be like anything in life; it is only as good as you treat it. I hope this gives you an idea as to when and how to approach the goal setting process.
– Harrison Wiener