Exploring the Use of Cascading Goals in Large Organizations
Summary: Tichina Epps, Tichina Epps, introduced themselves to the group and expressed enthusiasm for learning from fellow members. They are interested in understanding how cascading goals are implemented in larger organizations, particularly those with over 1,000 employees. Tichina inquires about whether these goals are driven at the departmental or central level, their connection to development and performance outcomes, and how well employees can see the alignment of individual goals with company objectives. Tichina is keen to learn about both successful and unsuccessful approaches in large-scale implementations.
Hi everyone—I'm new to the group and looking forward to learning from your experiences 😊
I’ve been thinking about how cascading goals show up in different organizations—especially in companies with 1,000+ employees—and would love to hear how it works where you are. A few things I’m curious about:
How are cascading goals actually being implemented in your organization?
Is this something driven more at the departmental level, or centrally?
Are they mainly used for development conversations, or tied more directly to performance and business outcomes?
More broadly, how does your organization use the goals feature overall?
Do employees have clear visibility into how their individual goals connect to larger company priorities?
Really interested in what’s working (and what’s not), particularly at scale. Appreciate any insights you’re willing to share!
