In many organizations, performance management is still considered a yearly task that needs to be completed in order to initiate pay raises and other administrative actions. Businesses take on a large risk by not including the goals they have set as part of their annual performance management process. When goals are not included in performance management processes, there is a lack of emphasis on the development of the individual in the workforce and thus, the workplace in itself. A structured approach to goal management can help provide a foundation from which you can begin the goal setting process. A robust performance management system can promote the efforts of goal management in addition to boosting the motivation of employees. Here, we present a few of the top ways to set goals for performance management.
Clearly Define and Document Goals
Goals that are clear and specific, with a defined timeframe for completion, clearly communicate what actions and results will be rewarded. Employees need to know what is expected of them and what will receive if they achieve that set goal. By understanding the expected results it drives motivation in the workforce. Managers must ensure clarity of the goal by making it specific, quantifiable, and time-specific.
Promote Employee Commitment
Goals must be simple and agreed upon if they are to be effective at directing energy toward performance. Employees are more likely to commit to a goal if they feel as though they were part of creating that goal. Managers must ensure that the goals of their employees align with the goals of the business. This will help the business and its employees achieve their desired rewards, whether the rewards be financial or career-related.
When setting goals, managers should take the steps to include employees within the process. The more challenging a goal, the more likely an employee will be to committing, that is if they believe the goal is crucial.
Change Goal Difficulty
Goal setting is all about simplifying and guiding successful performance. It is crucial to make sure that the conditions surrounding goals don’t frustrate employees, and distract them from accomplishing their objectives. Setting goals of varying difficulty can promote success. Also, make sure that the level of difficulty for the entire set of goals provides a challenge, yet is still achievable.
Track Performance and Provide Regular Feedback
Managers and employees should jointly decide how and how often performance should be tracked and analyzed. Employees should take authority for keeping their managers up-to-date on activities, progress, and challenges. Managers should regularly check on employees’ progress and provide the necessary performance feedback. Managers and employees should regularly discuss the progress of goals, solutions to overcome potential challenges, and change goals based upon organizational or departmental changes. Regular meetings are essential for goals with long-term targets. Also, feedback is important to maintaining on-going motivation, and course correction is necessary if progress is not being made.
Embrace the Latest Software Solution
Performance management systems make the process of setting and managing goals easy and efficient. The solution offers easy goal setting features and facilitates in performance evaluation. It provides robust tools for documenting feedback, while offering high visibility into goals. The system can be configured to support the business goal setting process which can be made specifically to fit the individual needs, while also being easy for employees at all levels to use.
