The annual goal-setting process helps connect your individual goals and areas of focus to our 2026 Strategic Priorities – creating alignment, clarity, and a shared vision for success at eMoney.
Next Steps | Key Dates | Important Reminderss | Goal Weighting Guidance | Getting Started & Resources
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Our 2026 Strategic Priorities
Our Strategic Priorities reflect a multi-year plan centered on profitable growth, delivering best-in-class solutions for all financial professionals, and investing in our people. While these priorities remain consistent with the past two years – our commitment to them – and the tactics we use to achieve them – continues to evolve as we build on a strong foundation.
For 2026, our priorities are to:
- Protect and grow our business profitably
Offer technology and service solutions that optimize the financial planning experience for all individuals seeking financial advice, driving toward the best possible outcomes.
- Continue to evolve the eMoney platform to meet the needs of all financial professionals
Evolve our technology and deliver solutions that strengthen the client relationship and enable firms to deliver plans and advice to more people.
- Live and breathe our core values
Ensure we have the right talent, skills, technology, and operating model to support long-term success for our employees, clients, and company.
What Happens Next
If you haven’t already, you and your manager should meet to discuss how our Strategic Priorities translate to your department, team, and individual goals. This is also the time to outline your professional development plan for the year – ensuring your goals support both performance and growth.
Key Goal-Setting Dates
- Jan. 12 – Feb. 13 : Employees draft and submit goals and development plans in DIG. During this time, managers will provide feedback, make suggestions, and employees will revise and resubmit as needed until final.
- Feb. 13: Manager approval due in DIG.
Important Reminders
- Development plans should not be listed as performance goals.
- Each employee is strongly encouraged to create a development plan focused on activites that build skills and strengthen competencies throughout the year.
- Examples of these activities include: participating in a training, completing a self-paced course, or attending a conference.
- Training and onboarding activities should also be included in your development plan – not listed as goals.
- Watch this short video to learn how to properly set up your development plan in DIG.
- Everyone should have 4-6 goals written in SMART format.
- No single goal should be weighted more than 40%, and all goal weights must total 100%. See below for more information about weighting goals.
Guidance on Differentiating Goal Weights
Goal weights are part of the goal-setting process and help reflect your focus and impact for the year. For guidance on how to appropriately weight your goals, please see the guidance below.
Why Goal Weights Matter
Goal weights help show what really matters and where most of your time and effort will go. When everything is weighted the same, it can make it harder to tell which goals are truly the priority. Using different goal weights helps set consistent expectations, highlights where your time and impact will be focused, and align your work with what matters most across the organization.
Recommended Weighting Ranges for Goals
These ranges are meant for performance goals only and don’t apply to development plans or onboarding activities – which are tracked separately.
- Primary business goals: 35–50%
Examples: revenue-driving projects, strategic initiatives
- Secondary goals: 20–30%
Examples: process improvements, collaboration outcomes
- Stretch or innovation goals: 10–20%
Examples: new ideas, efficiency experiments
Strong weighting examples:
- 45% Strategic Project
- 25% Operational Goal
- 20% Team Collaboration
- 10% Innovation Goal
Less effective examples:
- Four goals weighted evenly at 25%, regardless of impact or effort
Quick Checklist Before Submitting Your Goals
- Do the weights reflect impact on organizational priorities?
- Are higher-effort, higher-impact goals weighted more heavily?
- Are development* and onboarding activities* excluded from goal weights?
*Onboarding activities include tasks that help a new hire get started, such as shadowing a peer, completing DIG onboarding, and meeting with team members. *Development plans are created under the My Development Plan tab. Click here to learn more.
Taking a few extra minutes to consider your goal weights can help create clearer priorities, better alignment, and a stronger foundation for the year ahead!
Getting Started
Ready to begin? Below are some guides and tutorials to help you get started! Note: These resources can be found – at any time – on the Managing Your Performance Intranet landing page.
Additional Resources
We’re grateful for the dedication and collaboration across eMoney. The work you do every day continues to set eMoney apart as a market leader – and we can’t wait to see what we’ll accomplish together in 2026!
Need support or have any questions? Email PX at px@emoneyadvisor.com.
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