5 steps to creating effective goals. 2 well-defined goals are motivators manager and employee have...
TRANSCRIPT
5 Steps to Creating Effective Goals
2
Well-Defined Goals are Motivators
• Manager and employee have a:– Common purpose.– Common set of values.– Mutual understanding of roles by manager and
employee.– Road map of desired and actual results.
• Employees are working with clear expectations.• Managers have what they need to manage by results.
3
Begin with a Sense of Purpose
Define with the employee:• How does the employee contribute
to the health and growth of the company?
• What are the future plans of the company?• How will the employee’s goals support these
plans?
4
The Up-Front Work Pays Off
• Great goals pay off with:– Higher employee motivation.– More autonomy for the employee.– Less day-to-day management.
• Accept that it can be a messy process. Write drafts, drafts of drafts, revise, research, revise again.
5
Step 1: Discuss the purpose and value of the employee’s position
• If there are defined corporate goals:– Discuss the corporate goals and the employee’s and
manager’s roles in achieving them.– Identify the corporate goals that the employee supports.
• If no defined corporate goals:– Discuss the employee’s role in creating a healthy company
and happy customers.– List the benefits to the company when the employee’s job
is well done.
6
Step 2: Define the Goal and the Ideal Result
• Write and rewrite the goal. • Discuss the end result and the positive impact on
company and customers it will have.• Create measurables for the result, i.e.– Dollars (income or savings)– Customer satisfaction (satisfaction ratings, fewer
complaints)– Volume of work (number of forms processed)– Product Quality (fewer repairs, less waste)
Step 3: Define Needed Resources and Skills
• Define the relationships that are key to completing the goal.
• Discuss the skillset required, and build in any needed training and development.
• Identify the resources that are needed and build the provision of them into the goal.
8
Step 4: Document the Goal with Deliverables and Time Frames
• Set a schedule of deliverables.• Determine how attainment of the deliverable
will be measured.– Due date.– Numerical measures if applicable, i.e. people
contacted, forms completed, $$ of sales.• Include manager deliverables if applicable, i.e.
“Budget approval by 4/15”.
9
Step 5: Get Agreement Between Manager and Employee
• Seek to communicate about and address any employee needs and concerns.
• Step back and make sure the goal and time frame is realistic.
• Produce a final version of the goal and complete signoff.
10
Plan for Success: 5 Step Process
1. Discuss the purpose and value of the employee’s position.
2. Define the goal, the ideal result and the measures of success.
3. Identify the needed resources and skills and create steps to provide them.
4. Document the goal with deliverables and time frames.
5. Get agreement between manager and employee.
Questions? Comments?• Contact us at Performance.net• 877-550-0220• [email protected]
Bonus Slides: Using Performance.net to Manage Goals
13
Goal Align!
• Each employee goal can be aligned with a high-level corporate goal as it is created
14
High-Level Corporate Goals
• High-level goals:– Cover the core financial needs of the company.– Reflect their values.– Provide guidelines for WOWing customers.– Set the standard for product quality.– Describe a workplace that attracts and retains
your talent.
15
Sample Corporate Goals
• Build responsive client relationships for 95% retention
• Increase our sales from current clients 10%• Add 10 new clients• Build and retain a workforce that cares about
our clients’ success• Roll out a top-quality upgrade by June 2015
16
Tracking High-Level Corporate Goals
• When a user logs in, they can see an optional “Corporate Goals” Progress Chart
17
Getting to Your Goals
18
Once you have entered deliverables, the two that are due next are listed on
the Home Page.
From your Home Page, click on “Manage My
Performance”
Your Process Map
19
The Process Map shows you your tasks and deadlines. The first time you enter,
you’ll click “Consider/Add Goals” to begin.
Starting a New GoalYour first step is to
Select the Corporate Goal that the goal will
support.
After selecting the corporate goal, enter the goal. Until signoff, you can continue to
edit and refine the goal.
You can also select a priority .
Define the Result and Add Specifics
Add in a description of the ideal result. Include
measurables.
Add all resources, action steps and
deliverables to this section.
Add Deliverables
You can add unlimited deliverables with
target numbers and/or dates.
Updating Deliverables
23
The Update page also lets you update
deliverables and add new deliverables.
The Update page also lets you update
deliverables and add new deliverables.
Questions? Comments?
• Contact Performance.net – not just for info on our products, but to share info on creating great goals – we’d love to help and learn from you – 877-550-0220– [email protected]
Free background music from JewelBeat.com