Member Objectives

Objectives turn broad goals into concrete, measurable outcomes for a given period. In EM Kit, each team member has their own set of objectives, each broken down into key results that make progress observable rather than a matter of opinion.

Good objectives give a member a clear sense of what “success this quarter” looks like, surface misalignment early, and give both sides something specific to talk about during 1:1s and performance reviews.

Creating an objective

Go to My Team → Member → Objectives, then click New Objective.

Fill in:

• Title — A short, outcome-oriented statement (e.g., “Improve reliability of the checkout service”).
• Description — Optional context, supports markdown.
• Period — A label for the cycle (e.g., “Q2 2026”, “H1 2026”).
• Date range — The start and end dates the objective covers.
• Status — On Track, At Risk, Off Track, or Completed.

Once created, the objective appears on the member’s Objectives tab and can be edited or deleted at any time.

Key results

Key results are the measurable checkpoints underneath an objective. Open an objective and click Add to create one. Each key result has a title, optional description, and a status (On Track, At Risk, Off Track, Completed).

Aim for key results that are specific, quantifiable, and independently verifiable — if two people could disagree on whether it was achieved, it needs to be more precise.

AI-suggested objectives

Click Suggest on the Objectives tab to open the EM Copilot with a pre-filled prompt. It pulls the member’s profile, current objectives, recent work log entries, feedback, and latest performance review, then proposes 2–3 objectives with concrete key results. You can review, edit, and approve before they are created.

Best practices

• Keep the list short. Three to five objectives per period is usually the sweet spot. More than that and nothing feels like a priority.
• Write outcomes, not tasks. “Ship feature X” is a task; “Reduce onboarding time from 10 to 3 minutes” is an outcome. Objectives should describe the change you want to see in the world.
• Make key results measurable. Numbers, thresholds, or binary milestones beat vague language like “improve” or “better”.
• Align with level expectations. Use the member’s current and target level on the Career Path as a reference when framing ambition. Objectives are a great way to close a specific skill gap.
• Revisit status honestly. At Risk and Off Track are not failures — they are signals that deserve a conversation in the next 1:1. Status that never moves from On Track until the last week is usually a sign the check-ins are too shallow.
• Review during 1:1s, not just at period end. Touch on objectives regularly so adjustments happen while there is still time to act.
• Separate stretch from commit. If an objective is aspirational, say so in the description. Mixing commit and stretch goals with the same status vocabulary makes the dashboard misleading.

Typical workflow

1. Draft objectives at the start of the period, together with the member.
2. Break down each into 2–4 key results with clear targets.
3. Check in during regular 1:1s — update statuses and discuss blockers.
4. Close the period by marking objectives Completed or reflecting on what shifted, then feed the learnings into the next performance review.