© blr ® —business & legal resources 1408 performance goals how goals help supervisors manage...

© BLR®—Business & Legal Resources 1408

Performance Goals

How Goals Help Supervisors Manage Employees More Effectively

© BLR®—Business & Legal Resources 1408© BLR®—Business & Legal Resources 1408

Session Objectives

Understand the benefits of setting performance goals

Tailor goals to the needs of each employee

Set goals to motivate superior performance

Incorporate goals successfully in the appraisal process

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What You Need to Know• Purpose of performance goals

• Criteria for setting effective goals

• Steps in the goal-setting process

• How to individualize performance goals and develop action plans

• Goal-setting review and evaluation

• Setting new goals



Purpose of Performance Goals

• Communicate expectations

• Set measurable standards

• Provide a pathway to growth, and opportunity

• Motivate employees to perform


Purpose of Performance Goals (cont.)

• Provide an objective basis for compensation

• Target training

• Create a focus for performance appraisals


Performance Goals And the Law• Equal opportunity laws

• Labor laws


Criteria for Effective Performance Goals

MEASURABLEOBSERVABLEJOB RELATEDRELEVANT


Criteria for Effective Performance Goals (cont.)

• Attainable

• Reasonable

• Specific

• Challenging

• Prioritized



Criteria for Effective Performance Goals (cont.)

• Individualized

• Flexible

• Written



Performance Goals and Employee Success• Do you understand

the information presented in the previous slides?


The Goal-Setting Process

Set performance goals with employees

Monitor performance

Document observations



The Goal-Setting Process (cont.)

• Evaluate performance

• Discuss performance

• Set new performance goals together


Individualizing Performance Goals• Review job

descriptions and hiring specifications

• Review past performance

• Compare performance with goals



IndividualizingPerformance Goals (cont.)

• Physical or environmental limitations

• Team goals

• Employee’s career growth

• Manager’s goals and your own goals



Developing an Action Plan For Each Performance Goal• One goal for each job

• Guidelines for achievement

• Time frame

• Measurement standard


Reviewing and Evaluating Achievement

• Were goals achieved?

• If not, why not?

• What problems were encountered?

• What new skills, experience, were gained?

• What’s the next step?


• Goals not yet achieved

• Career development goals

• Changing company needs

• Additional training or coaching

• Next level of achievement

Setting New Goals


Setting Effective Performance Goals• Do you understand the

information presented in the previous slides?


The Employee’s Role in Goal-Setting• Encourage active

participation

• Listen to concerns and aspirations

• Seek mutual agreement

• Seek a good fit


Key Points To Remember

Performance goals motivate and direct employee achievement

They are essential to the success of employees, your department, and the organization

Work together with employees to develop meaningful and useful goals

Link each goal to an action plan

© blr ® —business & legal resources 1408 performance goals how goals help supervisors manage...

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