Set My Goals For The Review Cycle

Goals in Veona are something you own. Within an open review cycle, you set your own objectives, give each a measure of success and a weight, and then nudge the progress along as the period unfolds. Your manager can set goals for the people they manage, but the rule underneath is firm and reassuring: a normal staff member only ever touches their own.

Two terms to define. A review cycle is the appraisal period your facility runs — say “H1 2026 Performance Review” — and goals always belong to one. A goal’s weight is simply how much it counts toward the overall picture, expressed as a percentage, so a 40% goal matters more than a 10% one when your performance is assessed.

Who / when: Any Staff enrolled in an active review cycle, whenever the cycle is open and you want to set or update your objectives. A manager may also set goals for a team member from the team side.

We will follow Bola, an OPD nurse setting her objectives for the current cycle.

Set and track your goals

1. Any Staff — open Human Resources → My HR → My Goals. The “Goals” panel lists any goals you already hold, with their objective, cycle, measure, weight, progress and status.
2. Any Staff — press “New Goal” at the top right. A “New Goal” dialog opens.
3. Any Staff — in “Review Cycle”, search for and pick the cycle this goal belongs to. The picker only offers open cycles, so you cannot accidentally attach a goal to a finished one.
4. Any Staff — type your “Objective” (for example “Reduce result turnaround time”), an optional “Metric / Target” to define success (for example “Under 24 hours for 95% of tests”), and a “Weight (%)” between 0 and 100. Press “Add Goal”.
5. Any Staff — Veona confirms “Goal added.” and your new goal appears in the “Goals” panel, ready to track.
6. Any Staff — as the period goes on, update a goal in place: drag its progress slider to reflect how far along you are, and set its “Status” from the dropdown (for example Active, Achieved, Partially Met or Missed). The change saves as you make it.

Note

You must be enrolled in the cycle to set a goal against it. If you pick a cycle you are not enrolled in, Veona declines with “This employee is not enrolled in the selected review cycle.” — enrolment into a cycle is an HR step. Once you are enrolled, the cycle is yours to set goals against.

Tip

Weights are a planning aid, not a straitjacket — they tell you (and your reviewer) where to put your energy. Try to make your goals’ weights add up to a sensible whole so the most important objectives carry the most weight when your appraisal is scored.

Other ways this goes

A manager sets a goal for a team member

1. Manager — a line manager can set a goal for someone they manage, from the team-facing performance surface, choosing the team member and the open cycle.
2. Manager — the goal then appears on that team member’s own My Goals screen, exactly as if any other goal — the employee can see it, track its progress, and update it. Managing the team’s objectives is what the manage permission unlocks; everyone else stays self-scoped.

Deny: you cannot touch someone else’s goals

1. Any Staff — without the manager (manage) permission, you can only ever see and edit your own goals. Veona enforces this at the source — an attempt to read another person’s goals is refused with “You can only view your own performance goals.”, and an attempt to set one for someone else with “You can only set your own performance goals.”
2. Any Staff — this deny-by-default rule is why My Goals is a safe, private space: nothing you do here can reach a colleague’s record, and nothing of theirs reaches yours.

No active cycle yet

1. Any Staff — if your facility has no open review cycle, the cycle picker on “New Goal” has nothing to offer and you cannot add a goal — goals can only hang off an open cycle.
2. Any Staff — that is expected between cycles. When HR opens the next cycle and enrols you, the cycle becomes selectable and you can set your objectives for the new period.

What happens next

The goals you set here become the backbone of your appraisal: when the cycle’s self-appraisal opens, these objectives — with their measures, weights and the progress you logged — are what you reflect on and what your manager rates. Keeping them current through the period means there are no surprises at review time. The natural next step is to carry these goals into your self-appraisal.

Follow the trail

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• Related: Use The My HR Self-Service Hub · Run Performance Review Cycles And Appraisals · Complete My Self-Appraisal