performance goals
DESCRIPTION
Today’s training session focuses on the importance of setting goals to guide and develop employee performance. We’ll examine the criteria for effective performance goals and cover the steps in the goal-setting and review process. The information you learn in this session can help you strengthen the performance appraisal process as well as supervise and motivate your employees more successfully.TRANSCRIPT
Performance GoalsHow Goals Help Supervisors
Manage Employees More Effectively
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Session ObjectivesYou will be able to:• Understand the benefits of setting
performance goals• Tailor goals to the needs of each employee• Set goals to motivate superior performance• Incorporate goals successfully in the
appraisal process
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What You Need to Know• Purpose of performance goals• Criteria for setting effective goals• Steps in the goal-setting process• How to individualize performance goals
and develop action plans• Goal-setting review and evaluation• Setting new goals
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Purpose of Performance GoalsPerformance goals:• Communicate
expectations• Set measurable
standards• Provide a pathway to
improvement, growth, and opportunity• Motivate employees to
perform at their best
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Purpose of Performance Goals (cont.)
Performance goals:• Provide a fair and objective basis for
compensation and other rewards• Target training and coaching needs• Create a focus for performance appraisals
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Performance Goals And the Law• Equal opportunity laws• Labor laws
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Criteria for Effective Performance Goals• Job related• Relevant• Measurable• Observable
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Criteria for Effective Performance Goals (cont.)
• Attainable• Reasonable• Specific• Challenging• Prioritized
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Criteria for Effective Performance Goals (cont.)
• Individualized• Flexible•Written
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Performance Goals and Employee Success• Do you understand the
information presented in the previous slides?
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The Goal-Setting Process• Set performance goals with employees•Monitor performance• Document observations
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The Goal-Setting Process (cont.)
• Evaluate performance• Discuss performance
with the employee• Set new performance
goals together
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Individualizing Performance Goals• Review job
descriptions and hiring specifications• Review past
performance• Compare performance
with organizational and department goals
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IndividualizingPerformance Goals (cont.)
• Consider physical or environmental limitations• Take team goals into
account• Think about the
employee’s career growth• Consider your
manager’s goals and your own performance goals
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Developing an Action Plan For Each Performance Goal• Set one goal for each
major job responsibility• Provide guidelines for
achievement• State a time frame• Include a
measurement standard
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Reviewing and Evaluating Achievement•Were all the goals achieved?• If not, why not?•What problems did the employee
encounter?•What new skills, experience, knowledge
were gained?•What’s the logical next step?
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Setting New Goals• Goals not achieved
during the previous period• Career development
goals• Changing company or
department needs • Additional training or
coaching needs• Next level of
achievement
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Setting Effective Performance Goals• Do you understand the
information presented in the previous slides?
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The Employee’s Role in Goal-Setting• Encourage active participation• Listen to employees’ concerns and
aspirations • Seek mutual agreement• Seek a good fit between the employee’s
career goals, your objectives, and the company’s needs
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Key Points to Remember• Performance goals motivate and direct
employee achievement • They are essential to the success of
employees, your department, and the organization •Work together with employees to develop
meaningful and useful goals• Link each goal to an action plan