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Do you think the goal-setting component of the performance appraisal process is a big part of why the performance appraisals aren't working? Many people find that setting goals for a performance evaluation system interferes with the effectiveness of the entire process.
People set too many goals and micronize the way goals are achieved when in fact the employee should have broad, well-thought-out goals that eliminate the most important requirements an organization needs from its position.
In one organization, employees wrote goals that took 2-3 pages when printed on paper. It was just reading the goals and the steps the manager recommended to achieve those goals that was challenging. No one is able to fully understand their responsibilities and identify the most important aspects of their work when facing the parties and the parties of the goals.
What if an employee has too many performance goals?
If an employee has more than four to six goals, the organization's expectations are too high and / or the manager micronized the way and steps involved in meeting the broader goals.
With too many goals an employee cannot achieve, there will be discouragement and distrust about the direction of the company. The employee will also feel that he or she lacks the desired clear direction, which is regularly recognized as one of the worst qualities of managers who have been identified as bad bosses.
Or, if he has been told that all these goals are important and he must achieve them all, he will have no sense of his true priorities. This leads to the feeling that it is not actually performing its role effectively. This lowers the employee's sense of adequacy and self-esteem. (In an ideal organization, delegation and goal setting and achievement should enhance the self-esteem and self-esteem of the employee.)
Employees need to keep the goal in mind, but steer their own route with feedback and coaching along the way. This enables employees to participate in the strategic framework of the organization, with simultaneous commitment and commitment to meet all expectations.
How to Improve Your Performance Assessment
Use these three ideas to improve your performance evaluation goals.
Improve performance ratings according to the number and quality of goals set. If there are more than four to six key goals, the employee has signed up for an unattainable plan. Always encourage and allow time for the employee to work towards personal development goals in addition to business goals. As a result, you will get an effective, successful, collaborative employee who also meets your needs at work.
Improve your performance ratings by seriously looking at the details related to employee goals. If there are more than five or six, you can change the way the employee achieves their goals rather than setting overall goals for their performance. Don't change the way an employee achieves their goals.
Trust the employee to learn how to achieve the goal. Be available for discussion, opinion and coaching. Uncomfortable? Create a critical path with the employee, a series of points where the employee will give you feedback on progress. This makes sense because overall, as a manager, you are responsible for achieving your goals.
If you can, always provide these goal elements for effective goal setting when working with employees. Employees who know their goals, receive regular feedback on their progress, and are rewarded and appreciated for achieving their goals are likely to be successful and stay with the organization.