In this post, you can ref useful information about employee performance review goals. You can ref more materials for employee performance review goals such as: performance review methods, performance review forms…
Growth should be the primary principle that guides the performance appraisal and goal-setting process. A performance review is an opportunity for the employee to obtain feedback on performance, be heard by management, set new performance goals and objectives and develop new personal development plans. Here, management should provide the employee a clear perspective of how her individual contributions relate to specific business objectives within the company, which sets the foundation for consensus-building with the employee required to set new performance goals.
At a performance review, management generally is prepared to propose new performance goals and objectives for the employee. These should be S.M.A.R.T. goals — specific, measurable, attainable, relevant and time framed. They might be completely different from prior employee goals, or the same. This will be based on the organization’s existing resources and strategic business goals. The employee should also come to the performance review with ideas about new performance objectives and targets. Ultimately, a consensus is required because the employee is the individual charged with carrying out the new objectives and management must ensure that performance goals align with the organization’s objectives.
Employee goal-setting will also require establishing priorities. This gives the employee a clear picture of what is most important. The employee and the manager should develop a consensus on what will be given priority. Ultimately, employee priorities should align with and reflect the priorities established in a company’s existing business goals and objectives. As a result, corporate business goals and objectives are closely reviewed and considered when establishing employee goals, objectives and priorities.
Performance goals and objectives might require skills the employee doesn’t currently possess. This requires an open dialogue between the employee and management. Based on the new goals and objectives, employees should be prepared to identify areas where they believe their existing competences and capabilities are insufficient and require additional training. An employee development program can be designed to benefit both the employee and the employer.
At the end of a performance review and goal-setting session, it is important that all of the discussion points and understandings established between the employee and the manager are clear to both parties. The manager might ask the employee to summarize his understandings of the performance assessments, new goals and objectives, priorities and additional training requirements established during the meeting. The manager should formalize in writing this understanding with action points to be signed by the employee and manager.