goal setting for managers
DESCRIPTION
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.TRANSCRIPT
Objectives
• You’ll learn:– How to write effective goals– How to collaborate with your employee in setting
goals
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective Goals
4• Types of Goals
5• Collaboration
6• Next Steps
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective Goals
4• Types of Goals
5• Collaboration
6• Next Steps
Why Set Goals?
• Research has shown that:– Specific, ambitious goals lead to higher levels of
performance.– Goals help employees prioritize tasks– Goal setting increases employee engagement
which in turn leads to higher levels of retention and performance.
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective Goals
4• Types of Goals
5• Collaboration
6• Next Steps
Organizational Alignment
Williams
Department
Team
Employee
Williams College Mission and Purposes
• Williams seeks to provide the finest possible liberal arts education by nurturing in students the academic and civic virtues, and their related traits of character. …
• We are committed to our central endeavor of academic excellence in a community of learning that comprises students, faculty, and staff, and draws on the engagement of alumni and parents. …
• Dedicated staff enable this teaching and learning to take place at the highest possible level.
Your Turn: Understanding the Value of Your Employee
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective Goals
4• Types of Goals
5• Collaboration
6• Next Steps
Management By Objective
• Define clearly what is to be accomplished.• Give meaningful autonomy in how it is
accomplished.
Characteristics of Effective Goals
Specific
• Be as concrete and explicit as possible in describing goals.– Work products– Behaviors– Knowledge/abilities
• Use a “camera check”
Measurable
• “You can’t manage what you don’t measure.”
• What should be measured?– Volume– Quality– Timeliness– Frequency of specific
behavior
Measurement Techniques
• Spontaneously given complaints or compliments
• Employee report• Work sampling– Manager– “Secret shopper”
• Survey• IT-Driven (automated)
Dangers of Measurement
• “Beat the system” behaviors
• Volume and timeliness measures may discourage quality customer service
Defining Measurable Performance Expectations
Unsatisfactory
Measure 1
Measure 2
Measure 3
Improvement Needed
Measure 1
Measure 2
Measure 3
Meets Expectations
Measure 1
Measure 2
Measure 3
Exceeds Expectations
Measure 1
Measure 2
Measure 3
Exceptional
Measure 1
Measure 2
Measure 3
Example
Unsatisfactory
>10 minutes late, 10 or more
times per year
Improvement Needed
>10 minutes late, 6-9
times per year
Meets Expectations
>10 minutes late, <5 times
per year
Exceeds Expectations
>10 minutes late, 1-2
times per year
Exceptional
>10 minutes late, 0 times
per year
Attainable/Challenging
• 90% of laboratory and field studies involving specific and challenging goals led to higher performance than did easy or no goals.
• Challenging goals increase motivation.
Relevant
• Relevant to the organization:– Alignment
• Relevant to the employee– They know why the goal
has been set– They agree the goal is
important– Accomplishing the goal
helps them achieve personal and professional benefits
Time-Bound
• Creates more accountability for the employee
• Creates more accountability for you
• Deadlines can be renegotiated
What’s missing?
• Improve the procedure for responding to student health emergencies.
• Meet or exceed last year’s fundraising levels.
• Minimize the amount of food waste.
• Communicate clearly with clients.
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective goals
4• Types of Goals
5• Collaboration
6• Next Steps
3 Kinds of Goals
• Project Goals• Performance Goals• Development goals
Project Goals
• Describe the deliverables the employee must produce as part of the project plan
Performance Goals
• Expected behaviors– Listening at meetings– Attendance– Timeliness– Smiling for Customers
• Product or service standards– Quality– Timeliness– Volume
Development Goals
• Represent activities undertaken to increase the employee’s capacity in skills or knowledge.
GAPS Grid
Closing the Gap
• How can you close the gap (if any) between your perception of the employee and his or her own?
• How can you close the gap (if any) between your vision of high performance in this role and the employee’s goals and values?
Professional Development Menu
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective goals
4• Types of Goals
5• Collaboration
6• Next Steps
Involving Employees in Setting Goals
• Research has shown:– Involving employees in goal setting:• Increases the chances of the goal being achieved• Increases motivation
How to Collaborate on Goals
• Have employee propose goals first• Get them to elaborate on how they came to
those goals• Discuss any differences in your perspective
and theirs on what is important• Ultimately you will set the goals for the
employee
Agenda1
• Overview and Introductions
2• Alignment
3• Characteristics of Effective Goals
4• Types of Goals
5• Collaboration
6• Next Steps
Now What?
• Informal check ins• Show appreciation
for progress• Re-evaluate goals
occasionally• Coaching for
performance
Upcoming Programs
Drive Book GroupWednesday, December 3, 201410:00 a.m. – 12:00 p.m.Faculty House Lounge
Kevin R. ThomasManager, Training & Development
• Program evaluation link will be sent by email.• You’ll get a link to a course page with all the materials.