Why are goals and objectives so important to performance management?
One reason why many performance management systems fail badly is that they rely on poorly defined, or even non-existent goals and objectives for employees. Clear goals and objectives for employees serve two major purposes:
First, they help the employee understand what is expected of him or her. They help tell employees what parts of their jobs are most important and less important. Having clear goals helps employees self-correct and make their own decisions on a day-to-day basis, which means less work for managers. So, in short, they guide employee behavior.
Second, clear goals and objectives make the employee performance review meetings go much more smoothly. While no goals and objectives can completely remove subjectivity from appraisals, they help reduce subjectivity by supplying some criteria for employee success. When these criteria are clear and manager and employee understand them in the same way, they tend to reduce arguments in the performance appraisal process.
- Busy? We walk you through the complete process of managing performance, from goal setting to addressing performance problems and discipline issues. Contains ALL our help cards, and here's a sneak peak: Walk the path WITH employees.
- Well, we do. Here's a low cost mini-guide FOR EMPLOYEES so they can be active participants in a truly collaborative performance review.
- Well, you can't, so this short LearnByte guides explains how to identify barriers to employee performance, in order to clear them away. Diagnosing is the key to productivity improvement.
- Ok. Now you can have a reusable checklist so you don't miss any of the critical steps needed to succeed with your employee reviews.
- Save huge amounts of time and frustration during performance review meetings, by having set proper goals and objectives for the employee. Isn't that your job? To make sure employees know what they need to accomplish?
- If you think performance management = performance appraisal, you NEED this badly.
- ...and how damaging to your employees. We'll walk you through the entire process of dealing with performance problems with one goal: To FIX them, and improve productivity. And we ask for less than 20 minutes of your time.
- Prefer Kindle? Many of our quick read helpcards and also our books on performance management and reviews and how to make them work, are available via Amazon on the KINDLE. Click here to go direct.
- It's 2013, not 1945 and it's time to lose the industrial mindset and use management tools for THIS century. Here's ten steps to improvement.