The Goal-Setting Process
Here are the basic steps in setting goals with an employee.
- Preparation and Prework
Several weeks in advance, the manager explains the goal-setting
process, its purpose, and its benefits. Prior to the goal-setting
meeting, the manager and the employee review the goals of the
work unit and the organization and identify what the employee
might do to contribute to achieving them. Experienced employ-
ees can often generate goals beforehand for discussion at the
meeting. - The Meeting
The manager explains the purpose of the meeting, reiterating
the basic purposes of the process. Then, he or she outlines the
work-unit goals. Sometimes the manager and the employee
review the job description and update it to reflect any changes
in responsibilities or job activities. The manager plays a facilitat-
ing role—encouraging the employee to define critical work
activities, goals, and criteria, rather than telling the employee
what he or she needs to achieve. The two develop a set of goals
together. It’s also good to discuss the relative priorities of the var-
ious goals. Once a list is done, it’s also good to discuss whatever
the employee needs in order to achieve the goals (help from the
manager, new tools, extra resources). - Action Planning and Follow-up
Some goals may be sufficiently complex that they require formal
action plans, with progress indicators, timelines, and action steps.
If so, the employee should develop action plans and then review
them with the manager within a few weeks of the goal-setting
meeting.
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Perfect Phrases for Setting Performance Goals