Performance and Goal Management

User Manual

^As per Annual Audited Financials for the FY 20 -21.

Performance Management Process

Continuous
Goal-setting Mid-Year Performance Annual Review
Management

• The performance management process includes the below steps:

1. Goal-setting
• Pre-defined – By HRBP
• Self-defined - By employee and manager
2. Mid-year review of the goals by employee and manager
3. Continuous performance management
4. Annual review of the goals and values

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Goal Setting on Disha
Goal Setting Page View

Navigation: Login to Disha > On Home Page > Click on Goals > Goal setting page will appear.

Navigation Options
• Navigation options are available in the Main Menu
Navigation in the upper left corner
• This menu displays modules that you have been
permitted to access depending on your role
• Selecting a module name opens that module in Disha
• Goal plans are available under the Goal module
• Goal Plans are online worksheets used by the
employee and manager to create performance goals
• It’s a central repository enabling an employee to track
progress throughout the year

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Goal-setting Process on Disha

Types of goals:
1. Pre-defined goals :
Goals are pre set basis the department and role and uploaded centrally in Disha. These goals are set for employees in sales roles.
2. Self-defined goals
Goals are to be set by the employee and reviewed by the manager.

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Self-Defined Goal Setting User Manual
Goal Setting Guidelines

Employee Manager Locking of goal sheet by

Goal-setting Goal Review manager

• The goals should be linked to Organization, department and team goals

• Employee should set 5 - 6 SMART goals with assigned weightage - each of which are business priorities to which the employees are expected
to contribute (min 10% and max 30%)

• Leap goal (min 15% and max 30% weightage) – Key theme for function/Channel/Individual

• People goal at Band 3 and above roles – personal accountability for supporting the development of people

• Total weightage should not exceed 100%

Criteria to enable employees to create goals

•Goal status should be in ‘goal plan unlocked’ status

•Employee should be in a role which is eligible for self-defined goals

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Self Defined Goal Setting User Manual for
Employees
Options to add Goals

1. Create a new goal

a. Personal Goal – Employee can add a goal from
scratch
b. Library Goal – Pre-defined goal templates available
in the repository basis different roles
2. Goal Wizard
Employees can set SMART goals
S - Specific
M - Measurable
A - Attainable
R - Relevant
T – Time-bound
This intuitive option provides goals suggestions after
keywords are entered by employees
3. Copy from other goal plan
Employees have an option to copy the previous year’s goal-
plan and edit the goals

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Add Goal – Personal Goal

Step 1 & 2
Step 1 : Click on ‘+Add Goal’
Step 2: Select ‘Create a New Goal’
Step 3: Select ‘Personal Goal’
Step 4: Enter relevant details of the goal and
save changes

Step 4
Step 3

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Add Goal – Library Goal

Step 1,2, & 3

Step 1 : Click on ‘+Add Goal’
Step 2: Select ‘Create a New Goal’
Step 3: Select ‘Library Goal’
Step 4: Select relevant department
Step 5: Select relevant goals
Step 6: Enter details of the goal and save changes

Step 4 Step 5 Step 6

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Add Goal – Goal Wizard

Step 1 & 2
Step 1 : Click on ‘+Add Goal’
Step 2: Select ‘Goal Wizard’
Step 3: Select SMART goals by entering keywords
Step 4: Enter details of the goal and save changes
Step 5: Repeat for all the goals

Step 3 Step 4

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Goal Setting User Manual for Managers
Options for managers to add Goals for employees

Manager can choose the direct report from the drop-down

On selecting the direct report, the manager can use the
below options to add goals
1. Create a new goal
a. Personal Goal – Employee can add a goal from
scratch
b. Library Goal – Pre-defined goal templates available
in the repository basis different roles
2. Goal Wizard
Employees can set SMART goals
S - Specific
M - Measurable
A - Attainable
R - Relevant
T – Time-bound
This intuitive option provides goals suggestions after
keywords are entered by employees
3. Copy from other goal plan
Employees have an option to copy the previous year’s goal-
plan and edit the goals
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Options for managers to add Goals for employees

4. Group Goals (exclusive to managers)

Managers have an option to add group goals and assign the
same to their team mates

5. Assign (exclusive to managers)

Enables manager to assign a group goal to any of the

direct reports

6. Cascade (exclusive to managers)

Enables manager to cascade goals to direct reports and

choose the weightage

7. Launch Team Goal (exclusive to managers)

Enables manager to the same goal to all other employees

without having the goal in their own goal form

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Add Goal – Group Goal

Step 1 & 2
Step 1 : Click on ‘+Add Goal’
Step 2: Select ‘Create a New Goal’
Step 3: Select ‘Group Goal’
Step 4: Enter relevant details of the goal and
save changes
Step 5: Repeat for all group goals

Step 3 Step 4 & 5

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Add Goal – Team Goal

Step 1 & 2 Step 3

Step 1 : Click on ‘Launch Team Goal’
Step 2: Select ‘create team goal’
Step 3: Create Team Goal
Step 4: Click ‘Actions’ and select assign
Step 5: Assign goals to direct reports

Step 4

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Team Goals: Example Scenario

Scenario:
Sara is a manager and wants to create a team goal that she can manage but not be responsible for achieving.

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Goal-sheet locking by Manager

• The manager has real-time visibility of all the direct reports’ goal-sheets

• The manager must ensure the following before locking the goal sheet:

 The weightage of all the goals add up to exactly 100%

 There are only 3-6 goals

 Each goal has clear deliverables and measures of success

 Leap goal (min 15% and max 30% weightage) is part of the goal-sheet

 People goal at Band 3 and above roles is part of the goal-sheet

• Manager can lock the goal plan by clicking the ‘lock goal plan’ option

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Mid-year User Manual
Mid-year review for manger and employee

Employee enters mid-year Manager enters mid-year Final locking of goal sheet
comments for each goal comments for each goal by manager

The employee and the manager individually Step 1

can enter mid-year comments, %
completion and goal status by following the
below steps

• Step 1: clicking the ‘Edit Goal option’

• Step 2: Add mid-year comments Step 2 Step 3

against each goal and save changes

• Step 3: Manager selects ‘Close the

Mid-year review’’

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Continuous Performance Management
User Manual
Continuous Performance Management(CPM)

• Continuous Performance Management helps the employee and manager track progress on goals through out the year

• The CPM functionality helps in reinstating our focus on continuous tracking and improvement

The key benefits of CPM are:

• Employees can capture and track activities, view a summary of their achievements, and request feedback in real-time to give managers and other roles
greater visibility into employee effort

• Managers can also add activities on behalf of their direct reports, and display achievements

• Activities, achievements and feedback are the main focus of a conversation between an employee and manager but CPM also allows for other agenda items
in the Discussion Topics to give quick, concise feedback.

• The CPM feature is integrated with Goal Management and Performance Management. CPM provides additional detail into the effort spent on goals which in
turn gives raters additional data when rating those goals on performance forms.

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Steps in Continuous Performance

Step 1 : Click on ‘Home’ and ‘Continuous Step 1 Step 2

Performance”
Step 2: Select ‘Create activity’
Step 3: Link to goal if applicable
Step 4: Select ‘Mark as accomplishment’ if
applicable
Step 5: Add attachment to provide additional
context

Step 3 Step 4 Step 5

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Additional Functionalities in Continuous Performance

Step 1
• Employees and managers have the
option of recording minutes of meeting
on Disha
• They can also add activities through the
meeting option
• The meeting notes are recorded in the Step 2
system for future references and thus
enable better decision making during
annual performance review

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Continuous Feedback

Step 1

Step 1 : Click on ‘Home’ and ‘Continuous

Feedback”
Step 2: Select ‘Request Feedback’
Step 3: Select employees to ask feedback
from

Step 2 Step 3

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Annual Review User Manual
Performance Review Process: Year-End Assessment

Employee Manager
HR Review Discussion Completion
Self Review Review

Performance review processes begin with an employee performing a self-evaluation or review

 During the Employee Self Review step, the employee uses the performance review form to:
• Update each goal’s status / values review and comment on completion
• Share any comments or supporting documents on completion
 When finished, the employee sends the form to the next step
 The manager receives the employee’s performance review form
 The manager conducts his or her own evaluation of the employee’s performance on goals / values
 Typically, the manager and employee then meet to discuss the evaluation. The discussion that follows should include:
• Reviewing and giving feedback on the employee’s performance
• Identifying development needs

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Steps for Employee Self Review (Goals / Values)

Step 1 : Click on your performance review form under My Forms in Performance tab (Goals review / Values review)

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Steps for Employee Self Review

Step 2: Give Self rating on each of the goals/values along with the
comments and supporting documents

Step 3: When finished, send the form to the

next step “Send To Manager”

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Steps for Manager Review

Step 1 : Click on the performance review form (Goal Review / Values Review)

Step 2: Give rating and comments on each of the values / goals under manager’s
rating section

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Steps for Manager Review

Step 3: View the gap analysis on the assessment done by the employee
Step 4: Manager can do a goal wise gap analysis given by the employee and the manager
Step 5: Click on Save and Close

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PURPOSE VISION
INSPIRE PEOPLE TO INCREASE TO BE THE MOST ADMIRED LIFE INSURANCE COMPANY BY
THE VALUE OF THEIR LIFE SECURING THE FINANCIAL FUTURE OF OUR CUSTOMERS

VA L U E S
CARING | Respect people, Act with compassion
COLLABORATION | Stronger together
CUSTOMER OBSESSION | Customer at the core
GROWTH MINDSET | Curious to learn, Hungry to win
 THANK YOU

^As per Annual Audited Financials for the FY 20 -21.

This document is strictly for internal circulation and/or training purposes. Any unauthorized use of the same including as cu stomer communication and/or in the solicitation process is prohibited.
Max Life Insurance Company Limited is not liable for any loss incurred by anyone for any action(s) taken basis the content of this document.