The Importance Of Clear, Understood Goals For Employees In Creating Employee Engagement

Top : Objective Setting and Performance Planning

We have a quick mini-guide to walk you through the process of creating mutual understanding about what employees need to be doing. You'll be amazed at how switching your focus (and time) to goal setting and away from annual reviews can bear the fruits of employee engagement, and reduce the need for micromanagement. Click the link below for your FREE preview.

Planning For Employee Performance - Setting Goals and Objectives by Robert Bacal

One of the biggest mistakes managers make when it comes to performance management is to focus the majority of their time on the review. In fact, we recommend that the manager spend much more time on working with the employee so he or she has a clear, mutuall shared understanding of what is to be accomplished, AND WHY.

Clarity The Key To Effortless Reviews

First, when manager and employee share a mutual understanding of what is to be accomplished and why, it makes the annual review a much easier, and much more comfortable process. That's because the ways of measuring employee success have been agreed upon in the first place.

Employee Engagement

One of the things we know about employee engagement and how to create that positive environment is that one of the HUGE drivers of engagement has to do with the ability of the employee to take and bring meaning from the work. When an employee understands how his or her tasks fit in with the organization's goals, and those of colleagues, it allows the employee to feel that he or she makes a difference, and that even the most "trivial" tasks actually contribute.

If you do one thing to create engaged employees, make sure you spend the time (it's an investment) on goals and objectives. They don't need to be tediously written, and they don't actually need to conform to any particular "standards". What's critical is you and employee develop a mutual understanding of the what's and WHY's.


More Resources On Goal Setting And Employee Objectives

Performance Standards - Advice and How To Write Them

By na - Nice article to guide you through the process of setting up performance standards for employees, and contains some excellent advice. Contains: Determining what to Measure, Important Considerations The Performance Criteria Puzzle Establishing Performance Criteria Establishing Performance Standards A Final Note Viewed 447 Times )

Setting objectives: better than SMART is SMARTER.

By na - In order to execute efficiently on your company strategy while supporting the personal development of your staff, it is your duty as manager to set and share adequate team and individual goals. A commonly used management method recommends defining SMARTER criteria for your goals: the objectives must be Specific, Measurable, Achievable, Relevant and Time-bound as well as Evaluated on a regular basis and Recognized/Rewarded when achieved or Revisited when not. Viewed 566 Times )

Writing SMART goals - Tips, Advice, Examples

By Halogen - Excellent tips, including examples of how to write S.M.A.R.T. objectives with employees. Viewed 828 Times )

Creating SMART Goals and Objectives for an Employee Reward and Recognition Program

By na - Ties in the importance of creating SMART goals to employee recognition and review programs. Viewed 570 Times )

How to write SMART objectives and SMARTer objectives

By RapidBi - Ignore the page formating which is like something from the 1980's, because there's some excellent material on this page on the history of SMART objectives, variations on the SMART acronym and a lot more. Viewed 589 Times )

Define Employee Performance Standards

By Indiana University - Standards of performance are usually associated with MBO, but can be used outside it. Here's a good starting point for understand what they are, how they might be different from employee goals, and there's a link to examples to help you write them Viewed 454 Times )

Why are goals and objectives so important to performance management?

By Robert Bacal - Find out why goals and objectives are so critical to improving performance and managing it, and why they need to be specific, and understood by everyone. Viewed 2081 Times )

Developing Employee Performance Plans

By na - Describes a method for developing employee performance plans that are aligned with and support organizational goals using an 8-step process. Provides guidelines for writing performance elements and standards along with hands-on exercises to give users a chance to practice their new skills. 93 pages in adobe acrobat format Viewed 3551 Times )

Performance Management and KPIs Linking Activities to Vision and Strategy

By na - This is where key performance indicators come into play, and they apply both at the organizational and individual levels. At an organizational level, a Key Performance Indicator (KPI) is a quantifiable metric that reflects how well an organization is achieving its stated goals and objectives. For example, if your vision includes providing superior customer service, then a KPI may target the number of customer support requests that remain unsatisfied by the end of a week. By monitoring this, you can directly measure how well your organization is meeting its long-term goal of providing outstanding customer service. Viewed 697 Times )

Tips for setting employee goals

By Diane Stacey - Pretty basic tips. From the article: Employees benefit from setting annual goals to define the contributions necessary for the overall success of the business. Goal setting allows individuals to share their opinions and experience, evaluate the needs of the business and ensure the inclusion of appropriate professional development to meet their specific needs. As performance is assessed at the completion of an evaluation period, it offers a good opportunity to plan for the coming year. Goals provide direction about the areas of importance to the company and individual careers. They offer an opportunity to examine the current state of affairs and reflect on the possibilities for the future. Viewed 1174 Times )

Writing Effective Goals for Employee Motivation

By Ann Heidkamp - A slightly animated text presentation onf writing effective goals and their importance for motivating employees Viewed 1045 Times )

Caution: When KPIs Turn To Poison

By Bernard Marr - An article really about how its easy to set employee goals (KPI's) that can backfire. A great set of examples of the law of unintended consequences re: performance management and appraisal. Viewed 550 Times )

How KPIs Drive Success

By Bernard Marr - People often ask me whether KPIs really help us improve. Can metrics make a tangible difference in our businesses or are they simply driving the wrong behaviours? My answer is: It depends on how they are used. If KPIs (or Key Performance Indicators) are simply numeric targets that people are expected to deliver at any cost, then they are toxic poison to any company. However, if they are used and owned by people to monitor and improve what they do, then they are powerful enablers. Let me paint you three scenarios that I hope will convince you that KPIs are indeed vital enablers of success. The little twist is that I haven't taken these examples from any of the businesses I work with but from everyday life so we can all easily relate to them. The first is loosing weight, the second is getting fit, and the third is about brushing your teeth. Here we go... Viewed 517 Times )

Employee Objectives: Let's Let Them Decide If They Want Any

By Michelle Ventrella - Contarian view on objective setting, that actually has some good sense to it. Certainly worth the read, because it helps us think more critically about setting employee objectives. Viewed 495 Times )

Learn to Plan Performance and Set Employee Goals and Objectives

By Robert Bacal - One of the major reasons performance management and performance appraisals fail is that too much time is spent appraising performance using vague criteria, and not enough time and effort put into helping the employee understand what his job is about, and the goals and objectives s/he is expected to achieve to be successful. Learn to do goal setting painlessly. Viewed 3562 Times )

Why Set Employee Goals and Objectives - Free Book Excerpt

By Robert Bacal - In this excerpt from Perfect Phrases For Setting Employee Goals, the writer maps out the benefits for taking the time to set clear and agreed upon employee objectives. Covers benefits to company, manager, and how the employee benefits. Viewed 1760 Times )

Setting Objectives Means Facing the Issues

By na - Most managers and supervisors today are attempting to quantify their departmental objectives and pass them on to their employees through performance standards. Despite the simplicity of this management-by-objectives approach, deadlines are missed, quality is relatively poor and productivity is low. The reason for this may not be the fault of the employees carrying out the work. The cause is most often associated with the immediate supervisor's lack of attention to the realities surrounding objectives. Setting objectives and performance standards requires a careful analysis of all the relevant issues. The article describes issues relevant to objective setting. Viewed 2267 Times )

Goal management: Let employees know that their work contributes to the company

By Chris Wells - One crucial principle of learning is the alignment of expectations. If you're trying to teach a group of learners something, it is good to know that their expectations match your intended lesson. Otherwise, those "teachable moments" pass into oblivion. Likewise, in business goal management requires the same approach. It is a matter of letting employees know what the company's goals are and what work they must do to contribute to the company's success. Viewed 545 Times )

What is an employee goal or objective?

By Robert Bacal - Employee goal setting is the bedrock, not just for effective appraisals, but also for the alignment of individual goals to corporate strategy. Viewed 2766 Times )

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Pages Updated On: 6-Sep-2016 - 15:26:57

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Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.


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