Douglas_Max,_Robert_Bacal]_Perfect_Phrases_for_Se

Follow-up involves ongoing communication about progress
made or not made toward achieving the goals. Although it’s
technically not a part of goal setting, follow-up is an absolute
necessity to make the whole process work and justify the time
spent creating goals.

10 Tips for Setting Performance Goals

1. Performance goals must be individualized for each
   employee, even if there are a number of employees with
   identical job descriptions. Employees with the same job
   titles and descriptions rarely do exactlythe same things
   and can contribute in ways different from their peers, pro-
   vided their unique needs, skills, and abilities are recognized
   in their performance goals.


2. The process of setting goals is probably more important
   than the goals created. It is the dialogue between manager
   and employee that develops an employee’s sense of his or
   her contributions to the organization as a whole.


3. It’s easy to write performance goals that are measurable, but
   it’s hard to write goals that are measurable andmeaningful
   or important. Don’t shy away from areas that are hard to
   measure if they are important to the organization.


4. Technically perfect goals are great, but it’s more important
   that the employee and the manager share the same under-
   standing of what each goal means and how it links to the
   success of the organization.


5. Even goals that are phrased perfectly are useless unless there
   is communication about those goals throughout the year.

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Setting Performance Goals That Work