The ability for an employee to create their objectives, for a line manager to then review and agree. Compared to the existing process where an objetive is created and assigned to the employee.
Guest
Oct 23, 2026
URGENT – ESSENTIAL FEATURE REQUEST
This is a critical feature that needs to be incorporated into the Performance Management portal as a priority.
Most established Performance Management platforms allow employees to create and manage their own targets and objectives, which is fundamental to encouraging ownership, accountability and meaningful engagement in the appraisal process.
Requiring line managers to create objectives on behalf of employees is not an effective or productive use of managerial time. More importantly, employees should be able to articulate their own objectives directly, ensuring that their intentions, aspirations and development priorities are accurately captured without the risk of being diluted, misinterpreted or oversimplified when summarised by their managers.
The system should allow employees to draft, enter and submit their own objectives, with line managers having the ability to review, discuss, amend collaboratively and approve them.
This functionality is essential to an effective, employee-led performance management process and should be prioritised for urgent development and implementation.
Whilst this idea isn’t currently in development, we recognise its potential value and will keep it under consideration for future updates. The likelihood of implementation will depend on overall demand (votes) and alignment with our product roadmap.
We appreciate your contribution to improving EveryHR and encourage you to continue sharing your thoughts and feedback with us.
URGENT – ESSENTIAL FEATURE REQUEST
This is a critical feature that needs to be incorporated into the Performance Management portal as a priority.
Most established Performance Management platforms allow employees to create and manage their own targets and objectives, which is fundamental to encouraging ownership, accountability and meaningful engagement in the appraisal process.
Requiring line managers to create objectives on behalf of employees is not an effective or productive use of managerial time. More importantly, employees should be able to articulate their own objectives directly, ensuring that their intentions, aspirations and development priorities are accurately captured without the risk of being diluted, misinterpreted or oversimplified when summarised by their managers.
The system should allow employees to draft, enter and submit their own objectives, with line managers having the ability to review, discuss, amend collaboratively and approve them.
This functionality is essential to an effective, employee-led performance management process and should be prioritised for urgent development and implementation.
Thank you for sharing your idea with us.
Whilst this idea isn’t currently in development, we recognise its potential value and will keep it under consideration for future updates. The likelihood of implementation will depend on overall demand (votes) and alignment with our product roadmap.
We appreciate your contribution to improving EveryHR and encourage you to continue sharing your thoughts and feedback with us.