Goal Setting for Performance Management

Goal setting is a powerful tool that can be used to motivate and challenge employees or organization. It is one of the important keys in performance management because it’s an instrument to measure performance on predefined objectives / goals.

Well set goals are objectively determine whether or not the goals have been reached. Poorly set goals are not clear the result is frustration.

Hence goal setting can be used in every type of work place and with every level of employee.

Goal Framing

Goals can be framed in several different types of ways that affect how well people learn and perform. When goals are challenging, it is important to help people to frame them as a challenge from which they may learn, rather than a threat in which failure is foreseeable. The goal framings are standing on four important Pillars

Exhibit 1                                               

1. Clarity

A clear goal is one that can be measured and leaves no room for misunderstanding. Goals should be very explicit regarding what behaviour is desired and will be rewarded. The clear goal reduces work order errors by 10-30% in general. It also create a system for ensuring that every team member is informed of changes in policy, changes in hours or other important informative i.e. it improves communication within team members.

2. Challenges

A goal should be challenging but must be achievable. By positively rewarding the achievement of challenging goals, would encourage employees to achieve more and meeting new milestones. During the goal settings, it is important to identify rewards that are appropriate for the special achievement of challenging goals verses normal expectations.

3. Commitment

In order for gaols to be effective, they need to be agreed upon. The goal should be in line with the general established expectations as per role and l evel of an individual. The employee and employer must both be committed to using the resources needed to complete the goals and should also agree on what the reward will be.

4. Feedback

Goal setting is not going to be effective if there is not an opportunity for feedback. Feedback is a chance to correct or clarify before the goal has been reached. Ideally, feedback is a type of progress reporting. It gives the supervisor the chances to clarify expectations and to adjust the level of difficulty of the goals,  if it seems it’s too hard or too easy. For the employee, it offers a chance to make sure they are meeting their supervisor’s expectation and to get reorganizationfor what they have achieved up to this point. When the goal has been reached, the manager can also conduct a formal feedback session so that employee can discuss his performance and improvement areas for future performances.

 

Balance scorecard is necessary for achieving Goals of performance management
How to identify and apply performance management to get the best output from it?
Employee Engagement Process
Get best matched jobs on your email. No registration needed
How the job analysis can best benefit to the company
Get best matched jobs on your email. No registration needed
Employee Engagement Process
Balance scorecard is necessary for achieving Goals of performance management
How the job analysis can best benefit to the company
How to identify and apply performance management to get the best output from it?