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Overview

Why We Are Different

See what makes us stand out from the competition and why top brands trust us.

Customers

Learn how Workfront customers benefit from our work management solution.

Partners

Consult our extensive global partner network of digital transformation experts.

Services

Get comprehensive support, training, and a tailored implementation of Workfront.

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Workfront Overview

With Workfront, enterprise work management can help your company, departments plan, predict, collaborate, evolve, and deliver their best work.

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By Department

Marketing

Align marketing strategy to execution and launch campaigns faster.

IT

Transform the enterprise and deliver impact with data-driven decisions.

Product Development

Manage processes and automate work to launch winning products.

Professional Services

Manage client needs and deliver services faster.

Agency

Streamline workflows, manage resources, and deliver results.

Explore all solutions

By Use Case

Project Management

Plan projects, track progress, and deliver work that achieves results.

Resource Management

View capacity, make assignments, and prove your impact.

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Centralize communication, project planning, and work execution.

Portfolio Planning

Decide which projects to prioritize or pause, and identify those at risk.

Strategic Planning

Define business direction and outline a path for achieving your goals.

Explore all use cases

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Mighty Guide: 7 Experts on Flawless Campaign Execution

Read this Mighty Guide for advice from seven marketing experts on how to execute flawless campaigns under pressure.

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Workfront

Manage the entire lifecycle of work in a single, centralized solution.

  • Goals

    Align strategic goals to work, monitor progress, and drive amazing results.

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    Plan continuously, compare scenarios, and determine the best path forward.

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    Integrate your favorite applications and automate work in one platform.

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Get a hands-on look at managing all your work in Workfront.

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Experience how Scenario Planner simplifies the continuous planning process.

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Align strategic goals to work, monitor progress, and drive amazing results.

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Forrester Total Economic Impact of Workfront Study

Forrester interviewed Workfront customers in marketing, IT program management, product development, and the strategic programs office, concluding that Workfront can provide companies with a 285% ROI over three years with a payback period of less than three months.

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Forrester report
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Learn everything you need to know about enterprise work management.

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Level Up: How to Plan, Measure & Execute Strategic Growth Initiatives

Ready to learn how to take advantage of new solutions to level up your strategic alignment in 2021? Join LeapPoint’s leadership, Workfront experts and special guests from Penn State University as they share best practices, tools and ideas to level-up your strategic alignment and execution for 2021.

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Cascading Goals

Are many of your company’s goals not aligned and do not contribute to anything? Oftentimes poor performance in an organization is a result of misaligned goals. If you fail to align your employees’ goals with enterprise objectives, you’re limiting performance both at the company and individual level. Using cascading goals in your organization aligns teams across the company to reach those objectives.

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Cascading Goals

How to align and cascade goals

Below, we explain how to cascade goals down and align goals up to drive better performance while also avoiding redundancies and conflicting activities.

1. Set clear organizational goals

Begin by establishing 3-5 business goals you can laser focus on for a designated time frame. Base these goals on your company’s strategic plan and most important priorities right now. For best results, use the SMART goal setting method for each one.

2. Align and measure goals

Once you’ve developed company-level goals, you can begin cascading goals across specific departments or units (or aligning the goals from across the organization to your top goals.)

You should involve all senior leadership in the process so that there are no conflicts or misalignments. Repeat step one by having each department identify their 3-5 leading Objectives for the quarter (or other designated time frame). 

You must also determine how goals will be measured. In other words, you should identify metrics that will measure the success/completion of each objective. Tools like Workfront Goals can support this process by making it easy for all parties to set goals and track goal progress.


How to Track OKRs: Learn more about OKR tracking


3. Repeat the process with teams and individuals

After divisional goals have been created, it’s time to cascade goals further down to team and individual levels. In doing so, employees will gain an understanding of company priorities, develop a line of sight into how their contributions help achieve company-level goals, and see how their team directly impacts business outcomes.

4. Manage goals effectively

This is where your role as a manager comes into play. Review goals regularly and encourage employees to break objectives down into smaller tasks and tactics. Balance goals so that some are less challenging than others, but all are realistic.

5. Check in and revisit goals

In order for cascading goals to work effectively, you absolutely have to check in regularly (i.e., once per week) to discuss progress with employees. During these check-ins, you can revise any goals as needed, praise employees for weekly wins and other small achievements, and discuss upcoming priorities to re-clarify expectations and help them stay on track. If you’re using quarterly OKRs, aim for 10% completion each week. Again, make sure that you are evaluating goals against predetermined performance measures. Give timely, specific feedback regularly to keep employees motivated and engaged.

6. Do performance development planning to achieve bigger goals

Quarterly OKRs keep employees focused on near-term goals, but in order to keep them motivated for the long-term, you must also incorporate development planning tactics into your performance management system. Assign some challenging goals to help employees develop new skills and abilities, and discuss development opportunities such as further education and workshops to let employees know you’re committed to their professional growth. Development is a win-win for both the company and the employee: while the individual expands their experience and skillset, you can begin assigning more ambitious goals as a result, which will help improve your company’s bottom line.

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  • Deliver against your strategy
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