Objective Setting and Performance Planning

By Lynn Summers - You've shared with your employees the information they need to draft their goals. Now it's time to meet with them one-on-one, take a look at what they've drafted, and help them finalize their goals. But don't expect a productive meeting if you waltz into the session planning to just "walk through" the draft goals and see what issues come up. Important discussions always benefit from structure. And there are, predictably, certain things to look for. We have compiled a ten-point checklist you can use to keep this meeting on track and help your employees assure their goals are properly aligned, coordinated, calibrated, focused, and supported. (Added: 24-Oct-2010 Hits: 658 )

By na - Describes a method for developing employee performance plans that are aligned with and support organizational goals using an 8-step process. Provides guidelines for writing performance elements and standards along with hands-on exercises to give users a chance to practice their new skills. 93 pages in adobe acrobat format (Added: 15-Aug-2005 Hits: 2851 )

By Dennis Snow - ... (Added: 15-Mar-2011 Hits: 185 )

By Debbie Schachter - Performance management begins with the chief librarian or senior executive linking her goals or objectives to the strategic goals of the organization. These are the goals for the library. The chief librarian then ensures that her direct reports develop their goals in relation to the library's overall goals. In a multi-departmental library, managers develop their goals, and thus their departmental goals, to correspond to the organizational goals. Staff members within each department then develop their objectives for the year, in cooperation with their managers. Using this pattern for planning, all activities and objectives for all employees should be directly related to the overall objectives of the library or the larger organization. (Added: 24-Oct-2010 Hits: 444 )

By Robert Bacal - One of the major reasons performance management and performance appraisals fail is that too much time is spent appraising performance using vague criteria, and not enough time and effort put into helping the employee understand what his job is about, and the goals and objectives s/he is expected to achieve to be successful. Learn to do goal setting painlessly. (Added: 5-May-2006 Hits: 2737 )

By na - This is where key performance indicators come into play, and they apply both at the organizational and individual levels. At an organizational level, a Key Performance Indicator (KPI) is a quantifiable metric that reflects how well an organization is achieving its stated goals and objectives. For example, if your vision includes providing superior customer service, then a KPI may target the number of customer support requests that remain unsatisfied by the end of a week. By monitoring this, you can directly measure how well your organization is meeting its long-term goal of providing outstanding customer service. (Added: 18-Sep-2011 Hits: 81 )

By Preparing for a Goal-Setting Discussion: To-do's for the Manager and the Di - After aligning your own goals with your manager's goals, the next task is to work with your direct reports to help them set goals that are aligned with -- and supportive of -- your own goals. This cascading of goals from the executive suite to every business unit and every employee is vitally important to the success of a large company because it is the first step to exceptional execution of strategy. So how do you ensure that the goal-setting discussion is as productive as it can be? Read on to find out. (Added: 24-Oct-2010 Hits: 368 )