At the end of objective setting - performance planning what should the employee know?

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Where should the employee be at the conclusion of the performance planning phase. Here's some outcomes adapted from Manager's Guide To Performance Reviews By Robert Bacal (McGraw-Hill)

The employee should understand:

  • the most important job responsibilities that he or she needs to complete
  • when he or she must complete the job tasks (if appropriate)
  • how those job responsibilities relate to the goals of the work unit and the company
  • how well or to what "level" he or she needs to eperform the job activities
  • the criteria that will be used to reveiw performance during and at the end of the review process
  • Potential barriers to performing thejob tasks and possible solutions
  • any assistance to be expected from the manager to contribute to goal achievement and overcoming possible performance barriers

See also: Performance Planning For Managers

 


About Company

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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We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

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  • Phone:
    (613) 764-0241
  • Email: ceo@work911.com
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  • Bacal & Associates
  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0