Three ways to use goals to jump-start your performance management
Performance management is a process that is generally disliked by most managers and subordinates, alike. And this is for good reason–a large number of reviews consist of a manager simply checking boxes based on their perceptions of performance against often poorly-defined goals. From the perspective of the employee, there is oftentimes resistance and defensiveness stemming from a manager’s perceptions and ratings against said goals.
Fortunately, there are three ways to quickly leverage effective goal setting to jump-start your performance management practices:
- Ensure that the goals are SMART. To ensure that these goals are energizing for the employee and beneficial for the organization, ensure that they are SMART: Specific, Measurable, Attainable, Relevant, and Timely.
- Create well-aligned goals. One of the key reasons for lack of energy and enthusiasm around goals can be tied back to the “R” (relevant). In many cases, the lack of drive is due to employees not clearly understanding how their individual jobs and respective goals are linked to higher-level organizational results. Thus, strive to show how each goal is linked to actual organizational outcomes.
- Commit to day-to-day coaching. When many people hear the word “coaching”, an image of time-consuming formal meetings may come to mind. However, day-to-day coaching can be as simple as providing quick feedback around the water cooler. Providing feedback frequently provides an opportunity to solve issues, assess progress towards goals, and adapt goals in real-time.
Consider integrating the above best practices into your overall talent management strategy and let us know what you think.
