Explore Qatalog's library of customizable templates for goal-setting, organizational announcements and workflows. 

Welcome to Qatalog's template library

Templates library | Qatalog

<h1>Welcome to Qatalog&rsquo;s template library</h1>
<h3>Everything you need to build a distributed team</h3>

<h2 style="text-align: center;">Onboarding an employee? Defining OKRs?</h2>
<h3 style="text-align: center;">We have templates for that and everything in between</h3>

Couldn’t find anything useful? Help us help you, request a template.

9-5 jobs can get monotonous. With distributed and remote work, teams are uniquely positioned in a way that lets them break up this monotony and see their job in a different light. And with this freedom to work when we please, goal-setting brings us back together &mdash; adding value milestones, improving communication, and establishing a connected purpose.
Very few companies communicate goals effectively. The majority of employees, <a href="https://www.hrtechnologist.com/articles/employee-engagement/effective-communication-in-the-workplace-how-and-why/" rel="follow noopener" target="_blank">57%,</a> report not receiving clear directions in the first place. Remote work often requires an emphasis on specific and descriptive communication, something that cannot be met with a mountain of video calls to replace in-person check-ins. Successful distributed teams rely on transparency set up by <a href="https://qatalog.com/blog/post/how-to-lead-distributed-teams/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=distributed-goals&amp;utm_content=post" rel="follow noopener" target="_blank">clear processes that grow with their organization</a>. One of the most important processes a remote, hybrid, or distributed company can invest in is goal-setting, and how to encourage <a href="https://qatalog.com/blog/post/how-big-picture-thinking-can-inspire-innovative-teamwork/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=distributed-goals&amp;utm_content=post" rel="follow noopener" target="_blank">communication around goals</a>.&nbsp;
<h2>Remote workplaces are outcome-based&nbsp;</h2>
In a remote workplace, you&rsquo;re no longer paying your team members to show up &mdash; you&rsquo;re paying them for the work they do. We&rsquo;ve become a knowledge economy, where actual results are more impactful than time.&nbsp;
When working toward specific outcomes, setting goals can drastically improve performance. According to a <a href="https://positivepsychology.com/benefits-goal-setting/#:~:text=Goal%20setting%20does%20not%20have,a%20sense%20of%20self%2Dmastery." rel="follow noopener" target="_blank">Harvard MBA study</a>, the 13% of the student body that had set goals earned twice as much ten years later than the 84% of the class who had no goals at all.&nbsp;
Goals are also a better metric of success than hours logged because they provide results. Simply showing up doesn&rsquo;t dictate success or productivity, as our previous working norms had set us up to believe.&nbsp;
<h2>Make expectations clear</h2>
<a href="https://blog.bit.ai/workplace-communication/#:~:text=When%20goals%20and%20expectations%20are,company%20strategy%2C%20goals%20and%20direction!" rel="follow noopener" target="_blank">86%</a> of employees and executives cite a lack of collaboration or ineffective communication as workplace failures, and only <a href="https://www.gallup.com/workplace/236567/obsolete-annual-reviews-gallup-advice.aspx" rel="follow noopener" target="_blank">half of employees</a> strongly indicate they know what&rsquo;s expected of them at work.&nbsp;
<a href="https://qatalog.com/blog/post/how-big-picture-thinking-can-inspire-innovative-teamwork/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=distributed-goals&amp;utm_content=post" rel="follow noopener" target="_blank">Muddling through communication</a> barriers has become commonplace in virtual work. For a while, this was referred to as &ldquo;work about work&rdquo; in the business sphere. Just a few months later, the language has already gotten tired.
Communication failures are often compensated for by micromanaging, which is impossible when managing distributed teams. Instead of compensating for failed communication, distributed teams need goals to clarify expectations and proactively keep their team members on track.
<h2>Goals align teammates for optimal collaboration&nbsp;</h2>
All teams need an end goal for effective collaboration, but strategic goal setting is especially vital for distributed teams that can&rsquo;t feed off the motivation that comes from working alongside teammates in an office space.
Your team members probably have a loose idea of how their work fits into the team&rsquo;s overall purpose, but setting intentional goals with your teammates will help them reach their full potential by providing clarity. They&rsquo;ll understand the importance of their work, as well as the extent of what they&rsquo;re expected to accomplish.&nbsp;
<a href="https://intellihr.co/insights/employee-goal-setting/" rel="follow noopener" target="_blank"><img src="https://cdn.buttercms.com/qQ0wtptQpizSOwHotPRA" alt="When goals are made tangible, individuals are 42% more likely to achieve them" /></a>
You&rsquo;ll reach optimal collaboration when your whole team knows what they&rsquo;re expected to do and can access their goals and track progress easily. Alignment is crucial to achieving outcomes for a task or project. <a href="https://blog.bit.ai/collaboration-statistics/" rel="follow noopener" target="_blank">97%</a> of employees and executives believe lack of alignment impedes the outcome of a task or project.
By keeping everyone aware and on track, setting goals will speed up your teamwork.&nbsp;
<h2>Your feedback has value&nbsp;</h2>
When you set goals, you&rsquo;re able to <a href="https://qatalog.com/goals/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=distributed-goals&amp;utm_content=goals" rel="follow noopener" target="_blank">track each employee&rsquo;s progress and provide feedback</a>. If you want your team to know where they stand, providing intentional feedback should be prioritized within your distributed team&rsquo;s best practices.
Feedback is vital to a productive distributed team. A team member doing their job well can fly completely under the radar as long as they don&rsquo;t encounter any hiccups. You might think this is fine as long as they&rsquo;re doing their job well. The truth is, it can result in disengagement and attrition.&nbsp;
An engaged workforce can result in <a href="https://emailanalytics.com/51-productivity-statistics-to-improve-your-teams-performance/">202%</a> higher cumulative performance. To keep your top team members engaged and at their best, it&rsquo;s your job to recognize and reward their hard work. Goals result in clear, measurable expectations, making feedback much more black and white. You&rsquo;re able to easily see if your employees are reaching their goals or not. You can congratulate them when they reach milestones or question how you can provide assistance when you see a delay in progress.&nbsp;
<h2>Ready to set goals for your distributed teams?&nbsp;</h2>
Now that you know how important discoverable goals are for distributed teams, here are some tips for implementing them.&nbsp;
Try these goal-setting strategies:
<ul>
<li style="font-weight: 400;" aria-level="1"><a href="https://qatalog.com/blog/post/how-to-write-okrs/" rel="follow">Objectives and key results (OKRs)</a></li>
<li style="font-weight: 400;" aria-level="1"><a href="https://qatalog.com/blog/post/how-to-set-smart-goals-in-2021/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=distributed-goals&amp;utm_content=post" rel="follow noopener" target="_blank">SMART Goals</a></li>
</ul>
You can streamline your goal-setting by using a Work Hub like <a href="https://qatalog.com/signup/" rel="follow">Qatalog</a> to make goals accessible company-wide and connecting them to your team&rsquo;s everyday tasks and tools. Transferring your existing goals into Qatalog is simple. You can add multiple goals using the Bulk Create feature, which uses an OKR framework, then assign them to different people or entire teams.&nbsp;

Learn the 4 reasons why goal setting is important for the success of distributed teams, plus tips on streamlining the goal-setting process.

Set goals for distributed teams | Qatalog blog

Very few companies communicate goals effectively. Make sure your distributed team is on the same page.

4 reasons why goal-setting is a must for distributed teams

Raise your hand if you&rsquo;re sick of the phrase the new normal &mdash; whatever that even means. Nothing is &ldquo;normal&rdquo; about forced office closures and everyone working from home during a global pandemic. And nothing is normal about the impact that&rsquo;s had on the way we work. Qatalog recently partnered with Gitlab on the <a href="https://qatalog.com/remote-work-report/index.html?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=remote-work-report&amp;utm_term=2021&amp;utm_content=report" rel="follow noopener" target="_blank">2021 Remote Work Report</a> to understand exactly how people feel in today&rsquo;s environment, and what companies can learn from it.&nbsp;
Remote is hard. I spent over five years at InVision &mdash; one of the largest fully remote companies in the world &mdash; where we were fully remote from day one. It took a lot of time, focus, and support to make it a successful model. And there were still issues. To think we can flip a switch and enable businesses to instantly create a collaborative and engaging remote environment is unrealistic.&nbsp;
Now that the world is slowly opening up, we&rsquo;re starting to see the movement back to offices &mdash; if not wholly, then with the &ldquo;hybrid&rdquo; approach. There is nothing normal about this working model either: having part of your company in the same office, and part of them scattered all over the globe.&nbsp;
With more than a year under our belts working in these new models, we can begin to assess what worked and what we need to improve. 3,900 remote workers responded to the 2021 Remote Work Report survey and we&rsquo;re breaking down how they feel about remote and hybrid.
Let&rsquo;s start with the good. Overall, the sentiment toward remote work has been positive, with almost four in five saying they&rsquo;re satisfied with their remote work set-up. 82% of workers praised their leadership for understanding how to operate a team remotely.&nbsp;
According to our survey data, most people think there has been a positive impact on <a href="https://qatalog.com/goals/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=30-60-90&amp;utm_content=goals" rel="follow noopener" target="_blank">productivity, efficiency, and employee morale</a> as well.&nbsp;
So people have a positive sentiment toward remote work. Great. Now it&rsquo;s time to change the model again: 42% of companies have already proposed a hybrid working model. How do remote workers feel about it?
 
Given the choice, over half (52%) of respondents would leave a co-located company for a remote role. And if staying remote is not an option, one in three people would not go back to a commute, and more than a quarter would look for a new role, relocate, or retire. So the shift to hybrid becomes a significant risk to retaining employees who would rather stay entirely remote.&nbsp;&nbsp;
<h2>Four ways to improve your working model</h2>
Whether your company goes hybrid or not, there are a few things we&rsquo;ve learned from the <a href="https://qatalog.com/remote-work-report/index.html?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=remote-work-report&amp;utm_term=2021&amp;utm_content=report" rel="follow noopener" target="_blank">2021 Remote Work Report</a> that we can put into practice to improve working conditions wherever your employees are.&nbsp;
<ol>
<li style="font-weight: 400;" aria-level="1">Be transparent. 34% of respondents noted that transparency from leadership leads to connectedness at work, while 38% noted that more visibility into the organization improved their sense of connection. Companies need to over-communicate to enhance a sense of belonging. Specifically by:&nbsp;</li>
<ul>
<li style="font-weight: 400;" aria-level="2">Reinforcing the company vision and how everyone&rsquo;s daily work contributes to that. Don&rsquo;t underestimate the value of consistent and creative company updates</li>
<li style="font-weight: 400;" aria-level="2">Status against goals. Everyone loves (or hates) things like OKRs. However you structure goals, they need to be vibrant and visible, not color-coded sheets you update before the quarterly review meeting</li>
<li style="font-weight: 400;" aria-level="2">Two way communication. Give people a voice. If they&rsquo;re not in the office with the ability to voice questions or concerns, make sure there are the appropriate vehicles to understand employee sentiment, engagement, and feedback.</li>
</ul>
<li style="font-weight: 400;" aria-level="1">Audit your meetings. Everyone wants a 1/1 to &ldquo;catch up&rdquo; or have more meetings to get updates, etc. You need to adjust your meetings to meet the needs of employees. Including:&nbsp;</li>
<ul>
<li style="font-weight: 400;" aria-level="2">Separating 1/1s for check-ins, forecast updates, career development, and &ldquo;catch-ups.&rdquo; Set expectations up front and layout the schedule. Career development is one of the biggest reasons people come to companies, and stay. Set expectations when those meetings will occur, and in what format.&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">Move to asynchronous updates on key projects to save time and only prioritize &ldquo;update&rdquo; meetings when things are needed.</li>
</ul>
<li style="font-weight: 400;" aria-level="1">Audit, and re-audit, your tool stack. There has been an explosion of tools to help you collaborate and communicate. But with this comes more confusion. More noise. Different teams using different tools, some tools not being used to their full potential.&nbsp;</li>
<ul>
<li style="font-weight: 400;" aria-level="2">Understand what each team is using, and then assess the usage.&nbsp;</li>
<li style="font-weight: 400;" aria-level="2">Set up enablement and expectations for the tools you are prioritizing.</li>
<li style="font-weight: 400;" aria-level="2">Centralize usage and reporting across the different tools.</li>
</ul>
<li style="font-weight: 400;" aria-level="1">Enhance social context. You don&rsquo;t always know as much about people personally if you know them behind a screen. Provide layers of social context wherever you can.&nbsp;</li>
<ul>
<li style="font-weight: 400;" aria-level="2">Prioritize time for social connections &mdash; remote happy hours, etc.</li>
<li style="font-weight: 400;" aria-level="2">Add elements of social contexts into the tools and processes you&rsquo;re using (org charts, etc.).</li>
<li style="font-weight: 400;" aria-level="2">Focus on recognition and celebration. Tools like bonus.ly give you those mico rewards or virtual &ldquo;high fives&rdquo; in daily work. Set goals and take time to celebrate achievements.</li>
<li style="font-weight: 400;" aria-level="2">Celebrate cultural expectations. Using your company values or principles, highlight people who are setting examples for each value. Give awards.&nbsp;</li>
</ul>
</ol>
The reality is the shift to remote has forced companies over the last year to build the muscle for healthier organizations, whether or not they go back to an office. In order to survive the new normals to come, companies should focus on the single most important asset at any company, the people.
Nothing is normal anymore, and the way companies operate can&rsquo;t be either.&nbsp;

Nothing is normal anymore, and the way companies operate can’t be either.

The new normal is dead | Qatalog blog

The new normal is dead

Keeping track of work has always been difficult. Are your employees meeting or extending deadlines? Are they showing initiative with new projects? Performance management software offers ways to stay tuned in to team performance &mdash; even when people aren&rsquo;t occupying the same physical space.
Employee performance evaluations and goal tracking platforms help keep everyone aligned across teams. Making these evaluations discoverable within your organization helps move productivity along and gives you credit where it&rsquo;s due. The goal of performance management software is to accomplish all of this in one step.
<h3>What is employee performance management software?</h3>
Performance management tools help answer the question: how are my employees performing?
There are a few different use cases for performance management. Goal tracking platforms and team alignment tools (including <a href="https://lattice.com/">Lattice</a> and <a href="https://gtmhub.com/">Gtmhub</a>) assist with performance reviews and goal-tracking. Performance management could also include sales quota or competency-based measurement systems.&nbsp;
<h2>Best performance management software in 2021</h2>
<h3>1. Lattice</h3>
Lattice describes itself as a people management software built for making performance reviews easy and people-focused. Using Lattice, People teams can make reviews accessible, facilitate 1:1s, and analyze insights that help to develop a high-performing workforce.
<h3>2. Gtmhub</h3>
Gtmhub follows the OKR framework and helps provide clarity and specific direction based on those goals. It&rsquo;s a goal-tracking platform that makes progress and outcomes available to everyone in your organization.
<h3>3. 15Five&nbsp;</h3>
15Five tracks employee engagement through multiple products, including OKR tracking, engagement surveys, and performance reviews. Their Align product is an alternative to Gtmhub, and Perform aligns with Lattice&rsquo;s feedback and employee recognition offerings.&nbsp;
<h3>4. BambooHR</h3>
BambooHR was built so People teams can focus on the good stuff. It handles all your typical HR tasks like employee records, hiring and onboarding processes, and time tracking in addition to performance management.
<h2>Benefits of performance management tools</h2>
The market for performance management software is <a href="https://www.clearreview.com/performance-management-software-industry/" rel="follow noopener" target="_blank">expected to double</a> in the next five years. People and ops teams are clearly loving these tools because they:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Increase motivation &mdash; Performance management tools provide transparency to what everyone is doing and their successes.</li>
<li style="font-weight: 400;" aria-level="1">Help retention &mdash; Employees are more likely to stay at a company if they feel they are fairly recognized and praised for their efforts.&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Highlight onboarding or management gaps &mdash; Performance management tools can be an open forum. Frequent reviews with employees of every level ensure that everyone from new employees to team leaders is up to speed with skills and competencies.&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Encourage employee autonomy &mdash; With a performance management tool, employees can see what everyone else is doing and choose how they prioritize their responsibilities.&nbsp;</li>
</ul>
<h2>Where employee performance management software meets its limits</h2>
These days, there are productivity apps for <a href="https://qatalog.com/blog/post/collaboration-software-vs-work-hub/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=work-hub-performance&amp;utm_content=post" rel="follow noopener" target="_blank">communication</a>, <a href="https://qatalog.com/blog/post/workplace-search-tools-vs-work-hub/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=work-hub-performance&amp;utm_content=post" rel="follow noopener" target="_blank">document storage</a>, <a href="https://qatalog.com/blog/post/qatalog-vs-project-management-asana-trello-jira/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=work-hub-performance&amp;utm_content=post" rel="follow noopener" target="_blank">project management</a>, <a href="https://qatalog.com/blog/post/qatalog-vs-company-wiki-notion-confluence/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=work-hub-performance&amp;utm_content=post" rel="follow noopener" target="_blank">wikis</a>, process automation, and goal tracking.
In this context, teams find various tools too much to manage, as they hop between apps constantly. In our research, 42% of software companies said there too many tools to work with. <a href="https://qatalog.com/remote-work-report/">61% of people</a>say different teams using various apps and tools create silos within organizations.&nbsp;
Many teams we spoke to mentioned goal setting was still done on Google Sheets, outside of performance management tools. Imagine manually setting up, tracking, and updating goals on multiple sheets for multiple teams &mdash; the perfect scenario to build silos.
Introducing more team alignment and performance management tools into the mix only adds more clutter to the workplace. Meanwhile, it doesn&rsquo;t help productivity have a goal tracker separate from where the actual work happens. Switching windows to update a goal may only take a minute, but it interrupts focus, disrupts workflow, and adds an extra task.
Ironically, when it&rsquo;s siloed from the rest of your work, goal tracking may make tracking goals trickier. This is because it&rsquo;s hard to spot cross-functional dependencies, and tracing objectives up and down the organization becomes impossible.
Performance management software becomes more of a burden when this happens &mdash; far from a people or HR team&rsquo;s dream scenario. Operational team leaders rarely have incentives to use them, while engineers, designers, and growth marketers on the broader team are busy juggling across their complex online workplace. For teams to be working off them, goals need to be put into the proper context of people, groups, and projects.
<h2>Benefits of a connected work hub</h2>
Of the 100+ software companies we spoke to, a third complained about <a href="https://qatalog.com/blog/post/qatalog-vs-business-process-management-software/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=work-hub-performance&amp;utm_content=post" rel="follow noopener" target="_blank">manually updating</a> performance management tools. Many of these tools are managed by people and ops teams, making it difficult for other teams to reap the benefits these tools bring.&nbsp;
Theoretically, goal trackers should make it easier to manage team performance. Yet, with duplicated information, multiple dashboards, and manual updating &mdash; they might slow down team performance, preventing the organization from reaching its objectives.
<img src="https://cdn.buttercms.com/qCbHOqhTDarxWqyllMcz" alt="Qatalog product wireframe" />
<a href="https://qatalog.com/blog/post/what-is-a-digital-workspace/?utm_medium=blog&amp;utm_source=blog&amp;utm_campaign=work-hub-performance&amp;utm_content=post" rel="follow noopener" target="_blank">A platform that naturally blends goals and performance trackers</a> into the context where work happens regardless of location would be a good fix. This is why using a work hub for performance management can be so effective.
<ol>
<li style="font-weight: 400;" aria-level="1">A work hub is connected to everything. Everything you need to set goals, track them, and relate them to specific work entities sits together in a shared space. In a work hub, goals take their proper place alongside projects, teams, and people.</li>
<li style="font-weight: 400;" aria-level="1">Adopting a work hub can increase accountability and transparency. Using a work hub to connect your teams remotely means that goals can be cascaded (and updated) automatically throughout all levels of the organization.&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">A work hub saves time. Updating various tools within each team takes time and can lead to silos.&nbsp;</li>
</ol>
<h2>Why you need a work hub instead of corporate performance management software&nbsp;</h2>
With a work hub, your teams don&rsquo;t need to keep switching windows to update goals or keep track of KPIs. People and ops teams can free up countless hours and substantial IT budget with a work hub &mdash; time and money better spent on growing the team.
In one central interface,<a href="https://qatalog.com/?utm_medium=organic-content&amp;utm_source=blog&amp;utm_campaign=series-3-footer-cta&amp;utm_content=qatalog-vs-goal-tracking"> </a>a work hub intertwines goals with their connected people and projects and keeps them updated. This way your specialists can do what they do best: develop the product, power growth, and help customers get value.&nbsp;

Performance management software helps keep track of goals and employee performance. Make it easier with Qatalog’s work hub.

Work hub vs. performance management software | Qatalog

The pros and cons of performance management software, and why you need a work hub instead.

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CEO & company updates template | Qatalog

Qatalog is the modern way to create announcements.

<h1 style="text-align: center;">Company updates to everyone, at the right time</h1>
<h4 style="text-align: center;">Sending company comms should be easy</h4>

We speak a lot about solving chaos here at Qatalog, because the workplace is full of it. A great CEO can&rsquo;t destroy chaos &mdash; that would go beyond the laws of physics. A great CEO counterbalances chaos with communication and connectivity.
 A weekly CEO update provides clarity around goals, process changes, company news, and everything in between. These updates should be accessible and conveyed to the entire company, which is why sending an async update outside of an all-hands meeting is a great way to cover all the bases.&nbsp;

Why send the weekly CEO update?

Here&rsquo;s the great thing about an organization that prioritizes async communication &mdash; it doesn&rsquo;t matter when a CEO sends company updates. As long as they are accessible and recipients are notified, say via a collective dashboard, these updates will be read as long as they provide the clarity that established your &lsquo;why&rsquo; for sending in the first place.&nbsp;

When should the update be sent?

Consider including the following points:
<ul>
<li>What&rsquo;s top of mind</li>
<li>How the company is doing</li>
<li>What we&rsquo;re working toward</li>
<li>Words of encouragement</li>
</ul>
<a href="https://docs.google.com/document/d/1-8LEqs3YIWQpByoKKJ2o0kJhdHftOjScVIvAQcxHUh0/edit?usp=sharing" rel="follow">&rarr; Download full version of the template in Google Doc format</a>

What should the weekly CEO update include? And a downloadable template.

<blockquote>
Qatalog's work hub improves internal comms by letting you search across your existing tools and drives, share updates with the right people and easily see who's working on what. No more constant pings, no more trivial meetings, no more scouring for the latest doc.
</blockquote>
<a href="https://qatalog.com/uses/internal-comms/" rel="follow">Share updates and reach the right people</a> at the right time with Qatalog.&nbsp;

How to increase visibility and streamline internal comms in your company? 

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<h1>Try Qatalog with   your team for free</h1>

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How to announce a new hire + template | Qatalog

<h1 style="text-align: center;">Welcome to the team, new hire</h1>
<h4 style="text-align: center;">Announcing a new team member should be fun for everyone involved. Here&rsquo;s a few things you should remember to include.&nbsp;</h4>

Incoming &mdash; new team member alert! First impressions are exciting, so let&rsquo;s make sure you announce your new hire in a way that puts their best foot forward.

How do you announce a new team member? 

The best new employee announcements share details about the new hire, like where they&rsquo;re located, what their hobbies after work are, or two truths and a lie (which is what we do at Qatalog). &nbsp; Tip: It&rsquo;s hard to be the only one opening up to the team. The team&rsquo;s information and fun facts should be available for the new hire to see while crafting their own fun facts or two truths and a lie. This way, they can get to know a little bit more about the team they are being introduced to.&nbsp;
<a href="https://docs.google.com/document/d/1-QxmApn3Jqk30LKVlp-2dGmQHkOtf4k5ARutbv0n2xY/edit?usp=sharing" rel="follow">&rarr; Download our new employee announcement template</a>

What should be included in a new employee announcement?

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Email? Slack? Intranet? Internal comms software? What’s the best way to announce new team members? 

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Status update templates: team weekly. Get started by answering the questions provided in the template. 

Updates & announcements for the whole team. Get everyone on the same page with our team update template. 

Easy-to-use team update templates | Qatalog 

Qatalog is the modern way to post updates.

<h1 style="text-align: center;">Updates &amp; announcements for the whole team</h1>
<h4 style="text-align: center;">Getting everyone on the same page</h4>

We like to break our status updates down into three categories &mdash; team performance, people, and projects.&nbsp;

How to write a status update?

The team weekly is a great example of a recurring update sent at the beginning or end of the week that provides insight on your team activities, progress, and performance.
Team performance
<ul>
<li>Goals, outcomes or objectives that team made progress on this week/ this sprint.</li>
<li>KPIs that show the progress made.</li>
<li>How is the team's progress impacting the wider organization?</li>
</ul>
People
<ul>
<li>New hire announcements</li>
<li>Promotions</li>
</ul>
Projects
<ul>
<li>Which projects have been completed or are still in progress?</li>
<li>Which projects are due to start and be completed next week?</li>
<li>What cross-functional projects are in progress or due, and need attention or unblocking?</li>
<li>Shoutouts &mdash; who deserves recognition this month.</li>
<li>Feedback</li>
<li>Asks</li>
</ul>
<a href="https://docs.google.com/document/d/1-QxmApn3Jqk30LKVlp-2dGmQHkOtf4k5ARutbv0n2xY/edit?usp=sharing" rel="follow">&rarr; </a><a href="https://docs.google.com/document/d/1TtrL-c5HwDE57SqYBWz4wlr7qkECv2DdMcp9oOUwstM/edit?usp=sharing" rel="follow noopener" target="_blank">Download our template to start crafting your weekly update.</a>

What should a status report include?

Qatalog's work hub improves internal comms by letting you search across your existing tools and drives, share updates with the right people and easily see who's working on what.
<blockquote>
No more constant pings, no more trivial meetings, no more scouring for the latest doc.
</blockquote>
<a href="https://qatalog.com/uses/internal-comms/" rel="follow">Share updates and reach the right people</a> at the right time with Qatalog.&nbsp;

Here’s how to set SMART goals plus a template to increase goal accountability in your organization.


Team updates

Employee profile template 

Craft employee profiles using this template | Qatalog

Qatalog is the modern way to create profiles.

<h1 style="text-align: center;">Get to know your coworkers using employee profiles</h1>
<h4 style="text-align: center;">An employee profile showcases what you need to know about your team.</h4>

An employee profile should be connected to your staff directory and provide information about each employee.&nbsp;

What is an employee profile?

Positive culture, a sense of belonging, and transparency all lead to employee retention. Creating employee profiles should be one of the first steps to building that culture of belonging.

Why is it important to get to know your employees?

Building an employee profile doesn&rsquo;t have to be complicated. With Qatalog, <a href="https://qatalog.com/directory/" rel="follow">your directory has employee profiles built-in</a>, so all your employees have to do is input their information and each profile will be visible to the entire company. Completing an employee profile should be a part of your onboarding process, and they should be updated anytime there is a promotion or location change.&nbsp;

How do I write an employee profile?

Consider including the following points:
<ul>
<li>Name</li>
<li>Pronouns</li>
<li>Location</li>
<li>Role and team or teams, if you are part of multiple teams</li>
<li>Manager, if applicable</li>
<li>Direct reports, if applicable</li>
<li>Goals/ KPIs</li>
<li>Projects (key projects you are involved in)</li>
<li>Resources (this could be a list of links to the documents you actively work on)</li>
<li>Skills</li>
<li>How I like to receive feedback</li>
<li>Fun facts &amp; hobbies, if relevant</li>
</ul>
<a href="https://docs.google.com/document/d/1wal4Gf6F6Rm18nauamfwf2e-e-0xUpRGztLYgZadX1g/edit?usp=sharing" rel="follow">&rarr; Download Employee profile template in Google Doc format</a>

What to include into a fun employee profile? And a downloadable template. 

New team member announcement template 

Employee profile

Just starting out the OKR process in your company and need some inspiration? 

OKR templates & examples

This OKR template provides the framework you need to create OKRs, and examples to follow. Download now.


OKR templates & examples | Qatalog

<h1 style="text-align: center;">Just starting out the OKR process in your company and need some inspiration?</h1>
<h4 style="text-align: center;">We&rsquo;ve built this template to help you start.</h4>

OKR is a goals framework, and the OKR acronym stands for the fundamental components of the framework: objective (O) + key results (KR). Those following an OKR goals framework will structure their goals around a clear objective (&ldquo;Become a market leader&rdquo;) supported by tangible key results that signal attainment of that objective (&ldquo;Reach $5M in new business revenue&rdquo;). <a href="https://qatalog.com/blog/post/how-to-write-okrs/" rel="follow">Read more on OKRs in our blog.</a>

What is an OKR?

OKRs ensure the alignment of goals to a larger company purpose. They promote cross-team collaboration and offer a detailed structure that promotes accountability. Whether you&rsquo;re setting OKRs for teams or individuals, the format is built to make achieving goals a little bit easier.&nbsp;

Why use OKRs?

<blockquote>
When identifying your objective and supporting key results, keep in mind that your OKR should be ambitious, measurable, transparent, and aligned.
</blockquote>
Ambitious: Your OKR should be difficult, but not impossible to attain in the given time period. If you find that you&rsquo;re hitting 100% of your OKRs, they&rsquo;re probably not set high enough. Aim high enough that you and your team hit 70% of your goals.
Measurable: This is where the &ldquo;key results&rdquo; piece comes into play. Setting clear and measurable key results will help your teams focus on what they should be working on today to achieve the overall objective.
Transparent: OKRs should be visible to everyone within the organization. Transparency provides accountability, which will make it that much more likely that your goals are attained.
Aligned: OKRs should be set from the top down, and in coordination with other teams. It&rsquo;s generally recommended that each organization set no more than 5 organization-level OKRs to improve focus and accountability. Once organization OKRs have been set, each department should create their own OKRs ensuring they support their organization-level objectives and directly benefit organization key results. Continue this process of tops-down goal setting until each individual knows what objectives and key results they&rsquo;re directly supporting.

How to set OKRs?

To help you get started with the OKR process in your team we have drafted a list of quarterly OKR examples for marketing, sales and operations teams. See marketing examples below.
Objective: Increase high quality inbound leads by XX% by the end of the quarter.&nbsp;
<ul>
<li>KR1: Launch cross-channel lead-generation campaign to drive XXXX product sign-ups.</li>
<li>KR2: Optimize landing pages&rsquo; conversion rate to improve paid ads CVR by X%.</li>
<li>KR3: Launch a new category of SEO landing pages [Number] to target transactional search intent.</li>
<li>KR4: Get 5 earned media placements in top-tier media.</li>
<li>KR5: Grow email marketing engagement rate by XX%.&nbsp;</li>
</ul>

What are some OKR examples for marketing? 

To help you get started with the OKR process in your team we have drafted a list of quarterly OKR examples for marketing, sales and operations teams. See sales examples below.
Objective: Achieve Quarterly revenue of &nbsp;$10 mil &nbsp;
<ul>
<li>KR1: Land $X mil in new business</li>
<li>KR2: Upsell product/service to XX% of existing customers</li>
<li>KR3: Get customers to value faster &mdash; from XX to XX days.</li>
<li>KR4: Create sales territory plan &amp; expand into 1 new market.&nbsp;</li>
</ul>

What are some OKR examples for sales? 

To help you get started with the OKR process in your team we have drafted a list of quarterly OKR examples for marketing, sales and operations teams. See people operations examples below.
Objective: Achieve OKR adoption in all teams.
<ul>
<li>KR1: Organize OKR workshop for all teams.</li>
<li>KR2: Select &amp; onboard the whole org into an OKR software.</li>
<li>KR3: Implement an OKR check-in process.</li>
<li>KR4: Achieve at least XX% completion rate for the first OKR cycle.</li>
</ul>

What are some OKR examples people ops? 

OKRs have to be set for each level in the organization: company, team, and individual. Each level should define 3-5 key objectives with a maximum of 4 key results.&nbsp;
There are many tools to help organize and share OKRs. The majority of organizations use spreadsheets, documents, or corporate wikis.&nbsp;
<blockquote>
Since OKRs are incredibly detailed and take a lot of time to create and complete, adopting OKR software is a great way to invest in your company&rsquo;s goals process efficiency. <a href="https://qatalog.com/goals/" rel="follow">Qatalog&rsquo;s goals feature</a> builds momentum by making OKR context and progress available to everyone, no sharing or manual updating required. 
</blockquote>

How do you organize OKRs & what format to use?

Here’s how to set SMART goals plus a downloadable template to increase goal accountability within your organization.

SMART Goals 

Turn a 30-60-90 day plan into a workstream with transparent goals and KPIs. 

30-60-90 day plan

Setting company goals is a fundamental task for business development. 

Company goals 

Turn a 30-60-90 day plan into a workstream with transparent goals and KPIs.

30-60-90 day plan templates

Turn a 30-60-90 day plan into a workstream with transparent goals and KPIs. Build your 3-month plan with this template.

30-60-90 day plan templates | Qatalog

<h1 style="text-align: center;">Ready, set, go.</h1>
<h4 style="text-align: center;">Use your 30-60-90 day plan as your starting point.</h4>

A 30-60-90-day plan is a document that outlines professional intentions for the first three months of employment. It&rsquo;s a first impression of the impact you&rsquo;re going to make at a new company and sets a clear course of action by including specific goals, areas for professional development, and key performance indicators (KPIs). Read more <a href="https://qatalog.com/blog/post/30-60-90-day-plan/" rel="follow">here</a>.

What is a 30-60-90 day plan?

No matter how senior, all new hires should be presented with an onboarding plan in order to get to know their team, and for managers to get to know them. Setting initial goals will also provide a growth framework, making certain that an employee&rsquo;s first 90 days set them up for success.&nbsp;

Why create a 30-60-90 plan for a new hire on your team? 

<ul>
<li>Review your job description to determine the scope of expectations. You&rsquo;ll be able to find some key information about expectations that you probably haven&rsquo;t committed to memory yet.</li>
<li>Discuss further expectations with your manager.</li>
<li>Meet with stakeholders.</li>
<li>Ask questions.</li>
<li>It&rsquo;s hard to put a strategy forward by jumping in.Taking the time to discover the details of what your team is doing will help you evaluate current efforts and understand how to move forward.&nbsp;</li>
</ul>

What to consider before you get started on the plan?

At its core, a 30-60-90 day plan is a series of goals to carry out when starting a new job. <a href="https://qatalog.com/blog/post/how-to-set-smart-goals-in-2021/" rel="follow">Utilizing the SMART goal framework</a> will help to define and reach your desired outcomes.&nbsp;
<blockquote>Learning goals &mdash; Necessary for onboarding and getting to understand the ins and outs of the company.</blockquote>
<blockquote>Performance goals &mdash; What do you expect of yourself in this new position? What does leadership expect from you?</blockquote>
<blockquote>Personal goals &mdash; Things you want to work on that will impact your performance but focus more on personal development.&nbsp;</blockquote>

What should be included in a 30-60-90 day plan?


Specificity and brevity are two important factors in any onboarding or documentation process. As long as your goals are specific, there&rsquo;s no need for them to be pages long. In our <a href="https://docs.google.com/document/d/1lGC21TolaoneGcM1JyMTPyCYPsKuyHgG7DosTxpOOEo/edit?usp=sharing" rel="follow">30-60-90 day template</a>, you&rsquo;ll find a framework to guide you through.

How long should a 30-60-90 day plan document be?

<blockquote>
Day 1&mdash;30/ Discovery: You shouldn&rsquo;t establish goals without understanding their impact. Your first month should be dedicated to learning, as well as establishing output and expectations.&nbsp;
</blockquote>
<ul>
<li>Meet with the entire team and go over current projects.</li>
<li>Develop a thorough understanding of the current state of the marketing team in order to strategize improvements.</li>
<li>Be able to communicate target market and value props in the language our audience would understand.</li>
<li>Research what competitors are doing in the space and summarize tactical learnings.</li>
</ul>
<blockquote>
Day 30&mdash;60/ Strategy: Time to bring in tactical support. At this point, you&rsquo;ll probably be eager to dive into the details of your strategy and get to the good stuff of what you were hired for.
</blockquote>
<ul>
<li>Develop a process for setting up email nurture campaigns.</li>
<li>Draft an editorial framework and messaging for evergreen content.</li>
<li>Evaluate current marketing tools stack and propose any missing tooling.</li>
<li>Assist a team member to complete project X.</li>
</ul>
<blockquote>
Day 60&mdash;90/ Implementation: In the final phase of your 30-60-90 day plan, you&rsquo;ll focus on taking initiative and solidifying support for ongoing projects. This is where all your work in setting specific goals will pay off, as you launch into the rest of your employment.
</blockquote>
<ul>
<li>Provide an updated editorial framework to all internal/external writers and make it transparent to the entire team in order to make messaging consistent across the company.</li>
<li>Populate the content calendar for the next 3 months and commission the first 10 pieces.</li>
<li>Share the first draft of Social media strategy across key social media platforms for b2b SaaS.</li>
</ul>

30-60-90 day plan example for a new marketing manager

<a href="https://qatalog.com/goals/" rel="follow">With Qatalog goals</a>, you can build the momentum you need with a 30-60-90 day plan by making your goals and progress visible to everyone.

Keen to build momentum towards goals by making them transparent and visible to every team? 

This OKR template provides the framework you need to create OKRs, and examples to follow. 

OKR templates

Here’s how to set SMART goals plus a template to increase goal accountability in your organization.

SMART Goals

Setting company goals is a fundamental task for business development. Here’s an easy template to get you started. 

Company goals templates & examples

Setting company goals is a fundamental task for business development. Here’s an easy template to get you started. Download now.

Company goals templates & examples | Qatalog 

<h1 style="text-align: center;">No team left behind</h1>
<h4 style="text-align: center;">Understanding the ins and outs of company goals will help align teams to a specific purpose.&nbsp;</h4>

Company goals represent the purpose of a company. Your company&rsquo;s mission statement should describe the why of your brand, and company goals explain the how. Some popular methodologies for company goal setting include the <a href="https://qatalog.com/blog/post/how-to-set-smart-goals-in-2021/" rel="follow noopener" target="_blank">SMART</a> and <a href="https://qatalog.com/blog/post/how-to-write-okrs/" rel="follow">OKR</a> frameworks.&nbsp;

What are company goals?

Short-term is obviously a relative term, but generally we refer to goals under 1 year, as short-term. The important thing to remember about short-term goals is that they have a reasonable, specific deadline.&nbsp;
Annual/yearly business goals examples
<ul>
<li>Grow local market share from XX% to XX%</li>
<li>Grow unaided brand awareness in the local market by XX%</li>
<li>Enter the APAC region by launching the product in HK &amp; SG</li>
<li>Improve employee satisfaction score by X%&nbsp;</li>
</ul>
Quarterly business goals examples
<ul>
<li>Launch product Y</li>
<li>Localize product X to XX market</li>
<li>Drive revenue growth by XX%</li>
<li>Optimize internal tooling &amp; cut down costs</li>
</ul>
Monthly business goals examples
<ul>
<li>Create sales territory plan for APAC region</li>
<li>Create Product Y launch plan</li>
<li>Hire a video production agency</li>
<li>Finalize TV media plan for the TV advertising campaign</li>
</ul>

What are short-term business goals?

Mid-term goals describe goals that stretch longer than 1 year, but shorter than 5 years. Some examples:
<ul>
<li>Grow APAC market share to XX%</li>
<li>Reach XX mil users globally</li>
<li>Improve gender diversity by increasing women hired in technical roles from XX% to XX% by YYYY</li>
<li>Aim for 20% of the workforce to be from underrepresented minorities by YYYY</li>
</ul>

What are mid-term goals?

A long-term business goal can span years. Long-term organizational goals are extremely important for your success, because they help get everyone on board. Some examples:
<ul>
<li>Become market leader in XX with at least 50% market share by YYYY</li>
<li>Increase diversity in the global leadership team by YYYY</li>
<li>Become carbon neutral by YYYY</li>
</ul>

What are long-term organizational goals? 

Milestones are proof that you&rsquo;re working to reach your destination. Especially with long-term organizational goals, breaking years-long commitments into achievable milestones to celebrate will make the journey much easier.&nbsp;

How company milestones are different from company goals? 

Build momentum on your company&rsquo;s overall goals by connecting them to the workflow of your team. <a href="https://qatalog.com/goals/" rel="follow">Qatalog goals</a> allows you to track and measure goal progress while increasing visibility to your entire org.&nbsp;

How to connect goals to your day-to-day work? 

Turn a 30-60-90 day plan into a workstream document with transparent goals and KPIs. 

Company goals

SMART goals templates & examples | Qatalog

<h1 style="text-align: center;">Bringing SMART goals to your distributed team</h1>
<h4 style="text-align: center;">Setting goals connects your team to a common purpose. Setting SMART goals ensures clarity.&nbsp;</h4>

The SMART goal framework was developed to focus your larger objectives and break them into achievable pieces. It shows how a seemingly overwhelming task can be accomplished by laying out all the information you need to accomplish it.&nbsp;
For teams, SMART goals also provide an opportunity for transparency and unity around company-wide objectives.

Why SMART goals? 

<a href="https://qatalog.com/blog/post/how-to-set-smart-goals-in-2021/" rel="follow">Setting SMART goals</a> begins with the acronym: S &mdash; Specific, M &mdash; Measurable, A &mdash; Achievable, R &mdash; Relevant, T &mdash; Time-bound.
<ul>
<li>Specific:  When we set our goals, we need to be specific regarding what we want. The specificity of your goals should include an answer to the following &lsquo;w&rsquo; questions: who, what, where, when.</li>
<li> Measurable:  To measure a goal, you have to identify the outcome. Defining your end result in clear terms makes it easy to break down your goal into measurable, completable elements before moving onto the next step.  </li>
<li>Attainable:  A goal needs to be within reach, something realistic. Things to consider here are effort, time, and any costs you may come across. </li>
<li>Relevant:  Why does your goal matter? What is pushing you to achieve this goal at this moment in time?</li>
<li>Time-bound:  Every beginning has an end. Reasonable goals always have a deadline.&nbsp;</li>
</ul>
<blockquote>
Setting a SMART goal is one thing, promoting accountability and follow-through is another.&nbsp;
</blockquote>

How to set SMART goals?

<ul>
<li>Paid marketing: Generate at least 100 qualified leads per month by implementing a targeted PPC campaign &amp; optimizing landing experience to increase the CVR and maintain the budget.</li>
<li>SEO: Increase organic leads by 40% from templates landing pages by moving our top 80 target keywords from top ten to top five in the US Google search in the next 12 months.</li>
<li>Content marketing: Grow top of the funnel organic traffic to the website by 50% by increasing weekly publishing candidacy to four articles a week and republishing top-performing pieces of old content in the next six months.</li>
<li>Social media marketing: Increase link clicks by 30% MOM by introducing three new content types and testing performance per channel.</li>
<li>Email/lifecycle marketing: Improve customer retention by 10% by launching a new sequence of lifecycle emails by the end of the quarter.&nbsp;</li>
</ul>

What are some SMART goals examples for marketing?

<ul>
<li>Grow our revenue by 10% by the end of the fiscal year by getting 30% of our existing customers onto premium support offering by the end of MM/YY.</li>
<li>Land $500k in new business by the end of Q4 2021 by sourcing and contacting 20 enterprise-level prospects each month.</li>
<li>Improve customer health and retention by 20% &nbsp;by the end of the year by launching free consulting service to the existing customers in Q2.</li>
<li>Lower customer churn rate by 20% in the next six months by developing nurture emails with marketing and securing monthly send.&nbsp;</li>
</ul>

What are some SMART goals examples for sales?

This easy-to-use SMART goal Google Doc template will help you create, track and accomplish goals that are specific, measurable, achievable, relevant and timely.
<a href="https://docs.google.com/document/d/1-QxmApn3Jqk30LKVlp-2dGmQHkOtf4k5ARutbv0n2xY/edit?usp=sharing" rel="follow">&rarr; </a><a href="https://docs.google.com/document/d/1RFGCnhKNUixfQOgqAXR32SlKveVV6Ok-EHlxGogOnd8/edit#heading=h.vgxd8mv73742" rel="follow">Download SMART goal template &amp; worksheets here</a>.

SMART goal template 

Updating goal progress should be easy. With Qatalog, you can easily publish your goal progress to a centralized work hub, where your activity is logged in real time. <a href="https://qatalog.com/login/" rel="follow">Sign up</a> to try Qatalog goals now or find out more about <a href="https://qatalog.com/goals/" rel="follow">goals capabilities here</a>.

Is there a way to automate goal tracking? 

This OKR template provides the framework you need to create OKRs, and examples to follow. 


Understanding the ins and outs of company goals will help align teams to a specific purpose. 