Goal Setting in Workday
Start
We will review:
01
Why set goals?
02
Setting Goals in Workday
03
Common questions
Next
Why set goals?
01
And the power behind SMART goals
Next
Annual Performance Cycle
Goal Setting
Regular Check-Ins
Performance isn’t a one-time event—it’s a continuous process built on clarity, connection, and growth. Throughout the year, you should check in regularly with your manager, reflect on your progress, and celebrate your accomplishments. But it all starts with goals. In this training, we’ll focus on what makes a goal “SMART,” how to set effective goals in Workday, and go through some common questions so you are set up for success.
Mid-Year Reviews
Keep Goals Updated and Continue Check-Ins
Year-End Review
Next
Setting SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound
The SMART framework brings clarity and purpose to performance expectations. Unlike vague intentions, SMART goals create a clear roadmap for success by outlining what needs to be done, how progress will be tracked, and when results should be delivered. They ensure alignment with business priorities, empower employees to take ownership of their development, and provide a measurable way to celebrate progress and adjust when needed. SMART goals turn good intentions into focused action.
S M A R T
Click on each of the moving icons to learn more about each letter in the SMART framework
More
Next
Setting goals in workday
02
Next
Setting your own goals in Workday
Every year, at the beginning of the performance cycle, you will recieve a task in Workday prompting you to set your goals for the year. This task is designed simply to get you started. Click Get Started to walk through setting your own goals in Workday through the annual goal setting task!
Get Started
An annual goal setting task will be launched at the beginning of every performance cycle. This is to help you get started with setting your goals for the year.
Goal Details
After selecting "Get Started" in the goal setting task, you’ll be brought to this view. As a best practice, we recommend creating 3–5 goals for the year, depending on your business needs. Click the blue icons to explore and learn more about each section.
After clicking "Next" you will review and submit your goals for your managers approval. Remember, setting goals through this task is just to get you started. You can edit these goals and even add new goals anytime throughout the year. Let's learn how!
Next
Goals and Your Employee Profile
Now that we have learned how to set goals through the annual goal setting task, let's walk through where/how you will access and view your goals on a regular basis, edit your goals throughout the year, or add goals at any time.
Get Started
From the home screen of Workday, click the top right hand person icon/your photo to get started.
Click on the "Performance" tab on the left hand side of your profile
Here you can add goals, edit existing goals, archive any outdated goals, or delete goals - all per manager approval in Workday. Click through the different buttons to learn what this page is all about!
Performance Tab
Next
Before moving forward, let's play true or false
Next
Great job!
Now Let's Look at next steps
Next
Now You Know
Continuous Check Ins
Talk with your manager about goal progress, work updates, development progress, etc
Set goals
How to add goals through the annual goal setting task
How to navigate to your employee profile and add/update/manage your goals
MID YEAR REVIEW
Continuous Check Ins
Talk with your manager about goal progress, work updates, development progress, etc
Annual review
Next
Next Steps
Start thinking about your goals
Get familiar with Workday goals!
Get into Workday and get used to the goals functionality!
As we wrap up the current performance cycle, start thinking about your goals for the upcoming year.
Register for a live demo of Workday goals
This optional session will go through the topics covered in this training, along with an open space to ask questions!
Next
Thank you
If you have any questions, please contact Employee Care or submit a help ticket here.
Enter a description and details for your goal. Ensure you are covering the SMART framework.
Time-bound
What’s the deadline? What’s the time frame for action or completion?
Without a time constraint, goals can drag or be deprioritized. Include a clear end date or checkpoint.
🔹 Example: “Improve process efficiency” →✅ “Reduce invoice processing time by 20% by September 30.”
Select an applicable category for your goal. The optional categories are:
- Business/Operational
- Individual Development
- Individual Performance
You can select more than one category
Enter a short goal title here - example "Monthly Reporting"
Edit Goal
From here, you can adjust the title, description, status, category, or due date. Every time you make an update, the change is captured in the History Tab. This gives you and your manager a clear history of edits, making it easy to see how your goals have evolved throughout the year. Also, you can use the Activity stream to add an Activity comment on a goal.
Relevant
Why does this goal matter?
Every goal should have a clear connection to broader priorities. Relevance ensures the goal supports growth, performance, or strategic outcomes.
🔹 Example: “Complete a Photoshop certification course.” →❌ Not relevant (unless Photoshop is required for your role)✅ “Complete Excel training to improve monthly reporting automation by Q2.”
Want a quick refresher?
For learners who enjoy a deeper dive, check out this 5‑minute video from the University of Michigan Skip to 0:45 to see how to make goals measurable and time-bound.
Measurable
How will you track progress and know when it’s done?
Your goal should include concrete criteria for measuring success. Numbers, milestones, or percentages help determine if progress is being made.
🔹 Example: “Increase team engagement” →✅ “Increase employee survey participation rate from 60% to 90% by Q3.”
Create Goal
Give your goal a clear title and, if needed, add a detailed description to outline what success looks like using the SMART framework. You can also set a status, category, and due date! Once your goal details are entered, click Submit to add it to your list. You can always come back to edit, update, or add more goals as priorities shift throughout the year.
Select an appropriate due date
Select the most applicable status for your goal
Specific
What exactly do you want to accomplish?
A goal should be clear and unambiguous. Avoid vague or general statements. Define what needs to happen, who is involved, and what the desired outcome looks like.
🔹 Example: “Improve customer response time” →✅ “Reduce average customer response time from 8 hours to 4 hours.”
Do you want your content to be clear and fun? Then interactivity will be your best ally. Select an element and click on the Interactivity button at the top: Label, Window, Show, Link, Go to page, Audio, Expand image, Interactive questions… You choose!
Achievable
Is the goal realistic and attainable within your role, resources, or timeline?
Goals should stretch your abilities but remain possible. If it’s too far out of reach, it risks disengagement.
🔹 Example: “Launch a new product line globally in two weeks” →✅ “Launch two new SKUs in the North American market by Q4.”
Bulk Update
The Bulk Update feature allows you to add or update multiple goals at once. This is especially useful if you want to make edits to all your goals.
Goal Setting in Workday - For Employees
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Transcript
Goal Setting in Workday
Start
We will review:
01
Why set goals?
02
Setting Goals in Workday
03
Common questions
Next
Why set goals?
01
And the power behind SMART goals
Next
Annual Performance Cycle
Goal Setting
Regular Check-Ins
Performance isn’t a one-time event—it’s a continuous process built on clarity, connection, and growth. Throughout the year, you should check in regularly with your manager, reflect on your progress, and celebrate your accomplishments. But it all starts with goals. In this training, we’ll focus on what makes a goal “SMART,” how to set effective goals in Workday, and go through some common questions so you are set up for success.
Mid-Year Reviews
Keep Goals Updated and Continue Check-Ins
Year-End Review
Next
Setting SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound
The SMART framework brings clarity and purpose to performance expectations. Unlike vague intentions, SMART goals create a clear roadmap for success by outlining what needs to be done, how progress will be tracked, and when results should be delivered. They ensure alignment with business priorities, empower employees to take ownership of their development, and provide a measurable way to celebrate progress and adjust when needed. SMART goals turn good intentions into focused action.
S M A R T
Click on each of the moving icons to learn more about each letter in the SMART framework
More
Next
Setting goals in workday
02
Next
Setting your own goals in Workday
Every year, at the beginning of the performance cycle, you will recieve a task in Workday prompting you to set your goals for the year. This task is designed simply to get you started. Click Get Started to walk through setting your own goals in Workday through the annual goal setting task!
Get Started
An annual goal setting task will be launched at the beginning of every performance cycle. This is to help you get started with setting your goals for the year.
Goal Details
After selecting "Get Started" in the goal setting task, you’ll be brought to this view. As a best practice, we recommend creating 3–5 goals for the year, depending on your business needs. Click the blue icons to explore and learn more about each section.
After clicking "Next" you will review and submit your goals for your managers approval. Remember, setting goals through this task is just to get you started. You can edit these goals and even add new goals anytime throughout the year. Let's learn how!
Next
Goals and Your Employee Profile
Now that we have learned how to set goals through the annual goal setting task, let's walk through where/how you will access and view your goals on a regular basis, edit your goals throughout the year, or add goals at any time.
Get Started
From the home screen of Workday, click the top right hand person icon/your photo to get started.
Click on the "Performance" tab on the left hand side of your profile
Here you can add goals, edit existing goals, archive any outdated goals, or delete goals - all per manager approval in Workday. Click through the different buttons to learn what this page is all about!
Performance Tab
Next
Before moving forward, let's play true or false
Next
Great job!
Now Let's Look at next steps
Next
Now You Know
Continuous Check Ins
Talk with your manager about goal progress, work updates, development progress, etc
Set goals
How to add goals through the annual goal setting task
How to navigate to your employee profile and add/update/manage your goals
MID YEAR REVIEW
Continuous Check Ins
Talk with your manager about goal progress, work updates, development progress, etc
Annual review
Next
Next Steps
Start thinking about your goals
Get familiar with Workday goals!
Get into Workday and get used to the goals functionality!
As we wrap up the current performance cycle, start thinking about your goals for the upcoming year.
Register for a live demo of Workday goals
This optional session will go through the topics covered in this training, along with an open space to ask questions!
Next
Thank you
If you have any questions, please contact Employee Care or submit a help ticket here.
Enter a description and details for your goal. Ensure you are covering the SMART framework.
Time-bound
What’s the deadline? What’s the time frame for action or completion?
Without a time constraint, goals can drag or be deprioritized. Include a clear end date or checkpoint.
🔹 Example: “Improve process efficiency” →✅ “Reduce invoice processing time by 20% by September 30.”
Select an applicable category for your goal. The optional categories are:
- Business/Operational
- Individual Development
- Individual Performance
You can select more than one categoryEnter a short goal title here - example "Monthly Reporting"
Edit Goal
From here, you can adjust the title, description, status, category, or due date. Every time you make an update, the change is captured in the History Tab. This gives you and your manager a clear history of edits, making it easy to see how your goals have evolved throughout the year. Also, you can use the Activity stream to add an Activity comment on a goal.
Relevant
Why does this goal matter?
Every goal should have a clear connection to broader priorities. Relevance ensures the goal supports growth, performance, or strategic outcomes.
🔹 Example: “Complete a Photoshop certification course.” →❌ Not relevant (unless Photoshop is required for your role)✅ “Complete Excel training to improve monthly reporting automation by Q2.”
Want a quick refresher?
For learners who enjoy a deeper dive, check out this 5‑minute video from the University of Michigan Skip to 0:45 to see how to make goals measurable and time-bound.
Measurable
How will you track progress and know when it’s done?
Your goal should include concrete criteria for measuring success. Numbers, milestones, or percentages help determine if progress is being made.
🔹 Example: “Increase team engagement” →✅ “Increase employee survey participation rate from 60% to 90% by Q3.”
Create Goal
Give your goal a clear title and, if needed, add a detailed description to outline what success looks like using the SMART framework. You can also set a status, category, and due date! Once your goal details are entered, click Submit to add it to your list. You can always come back to edit, update, or add more goals as priorities shift throughout the year.
Select an appropriate due date
Select the most applicable status for your goal
Specific
What exactly do you want to accomplish?
A goal should be clear and unambiguous. Avoid vague or general statements. Define what needs to happen, who is involved, and what the desired outcome looks like.
🔹 Example: “Improve customer response time” →✅ “Reduce average customer response time from 8 hours to 4 hours.”
Do you want your content to be clear and fun? Then interactivity will be your best ally. Select an element and click on the Interactivity button at the top: Label, Window, Show, Link, Go to page, Audio, Expand image, Interactive questions… You choose!
Achievable
Is the goal realistic and attainable within your role, resources, or timeline?
Goals should stretch your abilities but remain possible. If it’s too far out of reach, it risks disengagement.
🔹 Example: “Launch a new product line globally in two weeks” →✅ “Launch two new SKUs in the North American market by Q4.”
Bulk Update
The Bulk Update feature allows you to add or update multiple goals at once. This is especially useful if you want to make edits to all your goals.