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Tips For Succeeding With An MBO (Management By Objectives Approach
How can you get the most benefit from a standards-based system?
Recognize the following facts:
• Objectives and standards set with the employee are not
going to represent the entire universe of things the
employee does or all the ways the employee contributes.
• Objectives and standards and the process of determining
if they have been met appear to eliminate subjectivity and
opinions. That is not always the case, even for those who
are very skilled at writing standards.
• As with any performance review system, the point is not
to catch someone doing something wrong or to punish,
but to set up the conditions by which performance can
be improved and help the employee monitor himself or
herself.
Since it’s so hard to write standards well, here’s an important
tip. It’s less important to write “perfect” standards than it is
that both employee and manager understand what is expected
of the employee. Standards are tools for communication. That’s
why it’s so important that standards be written either by the
employee or by the employee and the manager in collaboration.
Once you and the employee understand the expectations in the
same way, the process of review is easy. In other words, the
importance of setting standards lies with the discussion of them.
There’s a point at which it becomes counterproductive to try to get each standard “perfect.”