performance goals

Performance GoalsHow Goals Help Supervisors

Manage Employees More Effectively

© Business & Legal Reports, Inc. 0703

Session ObjectivesYou will be able to:• 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


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 GoalsPerformance goals:• Communicate

expectations• Set measurable

standards• Provide a pathway to

improvement, growth, and opportunity• Motivate employees to

perform at their best


Purpose of Performance Goals (cont.)

Performance goals:• Provide a fair and objective basis for

compensation and other rewards• Target training and coaching needs• Create a focus for performance appraisals


Performance Goals And the Law• Equal opportunity laws• Labor laws


Criteria for Effective Performance Goals• Job related• Relevant• Measurable• Observable


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

with the employee• Set new performance

goals together


Individualizing Performance Goals• Review job

descriptions and hiring specifications• Review past

performance• Compare performance

with organizational and department goals


IndividualizingPerformance Goals (cont.)

• Consider physical or environmental limitations• Take team goals into

account• Think about the

employee’s career growth• Consider your

manager’s goals and your own performance goals


Developing an Action Plan For Each Performance Goal• Set one goal for each

major job responsibility• Provide guidelines for

achievement• State a time frame• Include a

measurement standard


Reviewing and Evaluating Achievement•Were all the goals achieved?• If not, why not?•What problems did the employee

encounter?•What new skills, experience, knowledge

were gained?•What’s the logical next step?


Setting New Goals• Goals not achieved

during the previous period• Career development

goals• Changing company or

department needs • Additional training or

coaching needs• Next level of

achievement


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 employees’ concerns and

aspirations • Seek mutual agreement• Seek a good fit between the employee’s

career goals, your objectives, and the company’s needs


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

performance goals

Documents

new goals goals

new performance goals

department goals

managers goals

team goals

useful goals

performance goalsand

superior performance