Use this system to effectively align your employees' goals and see increased performance
An important part of performance management is optimising your employee's performance by correctly aligning their goals to their current positions without losing sight of the company's bigger picture.
But this is easier said than done...
Your employee's goals should provide clarity up front in terms of what's expected of her, what the result should be and what criteria will be used in measuring her work.
S.M.A.R.T. Goals are effective at doing just that.
Here's a breakdown of S.M.A.R.T. goals for you to start using with your employees...
Specific goals let people know exactly what's expected of them in the workplace, and should be able to answer the following questions:
· Who's responsible?
· What must be done?
· When must this be done?
· How must it be done?
· What are the requirements and constraints?
· Where will it take place?
· Who will/must be involved?
Performance Management Workshop
Join us on 25 February 2016 to discover how you can improve your employee's performance or dismiss
him without landing up at the CCMA!
Find out more…
A performance review is based on the measurement of how 'well' your employee has achieved their goals.
In order to make sure you can fairly assess how 'well' she has performed, you must clearly lay out how and what will be measured.
This will help your employee stay on track and stay motivated in reaching her goals.
It can also prevent performance disputes arising at a later date,
Setting goals which are, in essence, unattainable, will do nothing but demotivate your employee.
Set realistic goals for your employees and allow them to focus on them, giving them their full attention.
Do you want to learn what the last 2 points are? Well then page over to chapter P22: Performance Management: Aligning an employee's goals in your Practical Guide to Human Resources handbook.
If you don't already have this invaluable resource, click here to get your hands on it today.
Note: 5 of 1 vote