We often talk about performance goals for employees only in the context of an annual performance review, but goal setting can — and should — take different forms.
Effective employee goal setting can take several forms. We often talk about performance goals for employees only in the context of an annual performance review. We rate and categorize employees, set new goals, and then we forget about it all until next year.
This process is often unhelpful, but it’s important to establish performance goals that help further your business pursuits and advance your employees’ career goals. Remember: employees are more likely to be happy and engaged if they feel like they are progressing in their careers. Writing something on a piece of paper and never referring to it again is not the most effective way of cultivating that feeling. Instead, use the performance goals below as the jumping off point for regular discussions.
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3 thoughts on “Help Set Performance Goals for Employees”
I was in the process of leaving my last job when my manager gave me my goals for the next year. It was a 6 page document! I couldn’t help but wonder how long she spend typing it up as well as the goals for my teammates. That chased me out the door even faster!
Historically, I had been left to come up with my goals myself, and I would have appreciated having some input from my manager. But having a big ol’ goal document handed to me without any discussion was disconcerting.
Maybe that was her goal for the year?
About 15 years ago I started a new job. My supervisor handed me my Performance Standards four months after I had begun working. I asked her why she had not given me these standards as soon as I had started working there (four months before). She said, “You would not have understood them.” I was shocked and insulted. Things went downhill from there, and I left the job.
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