Douglas_Max,_Robert_Bacal]_Perfect_Phrases_for_Se

(singke) #1
Two major reasons for having goals are to allow employees to
monitor themselves during the year and to form the basis for
formal and/or informal discussions during the year to identi-
fy and remove any barriers to achieving the goals.


  1. The process of setting individual performance goals should
    take place after the employee’s work unit has its set of goals
    for the year. Then each employee’s goals can be directly tied
    to what the work unit needs to accomplish.

  2. Performance goals should specify the results the employee is
    expected to achieve rather than how the results are to be
    achieved. We don’t want to be too rigid about this, since
    means and ends are not so black and white. In situations
    where the process to be followed is as important as the result,
    it should be mentioned (e.g., “File statutory information in
    accordance with government requirements”). Often process-
    based goals (means) can be turned into results (ends), but
    let’s focus on common understanding and flexibility.

  3. Shift your thinking about performance goals from using
    goals to evaluateperformance to using goals to aimand
    guideperformance. Proper aiming and guiding means you
    need to evaluate less.

  4. It’s possible to generate dozens, sometimes hundreds of
    goals for any one employee. Clearly the cost and effort of
    doing so can outweigh the benefits. Strive to cover the
    importantfunctions. Try to limit the number of goals for any
    employee to 10 or so, with those goals covering at least 80%
    of what the employee actually does.


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Perfect Phrases for Setting Performance Goals
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