Challenge Yourself And Learn About Performance Management

Straight Talk About Setting Employee Goals and Performance Planning

Performance planning, or the setting of goals and objectives is one of the most neglected functions of management. For some reason, many managers feel that a general job description is enough for most employees, and nothing could be farther from the truth.

Performance planning is far more than dictating goals to employees. To help you explore the benefits, process and details of planning employee performance, we've developed this Performance Management Crossword Puzzle #2.

The first puzzle in this series which covers general principles of performance management and appraisal is available here.

The Puzzle

To make learning about managing performance for this millennium, we are building some crossword puzzles so you can both test your current understanding, and expand your thinking.

The version below is interactive, and fairly self-explanatory. The content is based on the many articles on this site, and my own books on the topic published by McGraw-Hill. Stay tuned for more in this series.

After you complete the puzzle, you should take a look at our section; The Hooper-Bacal Method For Performance Management, which goes into much more detail about how to do the entire process to help everyone succeed.

Setting Employee Goals - Performance Management Crossword #2

Copyright 2015 by Robert Bacal (Bacal & Associates)

Complete the crossword, then click on "Check" to check your answer. If you are stuck, you can click on "Hint" to get a free letter. Click on a number in the grid to see the clue or clues for that number. If you would like to view the completed puzzle, click on the completed puzzle link below to view it in a new window.
 3            4    5         
   7      8               
     9            10       
11               12         


1. The manager has an obligation to _______ remove barriers in the way of the employee's path to achieve his or her goals.
3. Employees need to know the ______ levels associates with each of their goals. i.e. what they are allowed to decide on their own.
4. Clear goals and objectives ________ employees, and allow them a sense of autonomy within limits.
8. Goals should focus on _____, and not the path the employee needs to take to get there.
11. Goals need to reflect what the employee REALLY does, and not what a job ______ says.
12. It's easy to measure the ______, and hard to do it for really important goals.
13. The employee needs to understand how his or her goals serve the _____ ______ of his department and the organization.
16. Employees with the same job descriptions can have quite different goals because each one has different strengths and weaknesses.
17. It's important that both manager and employee have a _____ _____ of the meaning of the goals.
18. The largest contributor to employee engagement is that employees understand their work is meaningful and has purpose.
19. Goals and objectives should be ______ rather than dictated by the manager.
20. Goal setting WITH employees needs to involve negotiating the _____ ____ _____. "How will we know you've succeeded".


1. Employees need to know the relative priorities of their goals and objectives, so they can decide how to allocate their time.
2. During goal setting, manager and employee MUST discuss possible ______ to achieving the goals, where the manager plans what s/he can do to remove them.
5. Don't set goals for a ______. Set goals for THE PERSON doing a specific job.
6. Goals and objectives should be viewed as ______, and subject to change as priorities shift.
7. Robert Bacal is the author of this puzzle, and of Perfect Phrases for Setting Performance Goals published by McGraw-Hill.
9. Clear mutually understood goals reduce the need for managers to _______.
10. Far more time should be spent planning performance than should be spent reviewing performance.
14. It's ideal that goals and objectives are written in such a way that employees can SELF _________, or determine how they are progressing towards the goals throughout the year.
15. The best time to discuss bonuses and pay increases is during performance _______, not during performance reviews.

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?

Get in Touch

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  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0