You must set goals for employee development, rather than simply asking for improvement. Use specific, measurable goals for each employee, and limit these to one to three goals per review period. This allows the employee to focus on the specific objectives that you have determined will benefit your business.
Job goals are specific tasks that clarify the job description. Whereas the description might state: “Efficiently returns phone calls from prospective clients,” the goal would state: “Return all client phone calls within 30 minutes.” Another job goal could be: “Deliver all mail to appropriate offices before noon.”
Project goals set out specific tasks to help an employee begin and end a project. These should change as the project develops. For example, at the beginning of the project, the goal could be: “Find all vendor sources we can use for this project.” The middle time period could list: “Get feedback from all managers on the project regarding their estimates for costs.” Finally, a goal could state: “Write project effectiveness evaluation for my approval.”
Professional Development Goals
Professional development goals encourage an employee to expand skills. An example: “Cross-train in the accounting department once a week.” Other choices might be: “Learn new software by October 21st,” or “Complete safety course by May, 2019.”
Performance goals are designed to change employee behavior. Examples: “Arrive at work on time everyday and be ready to work at 8:30″; Reduce customer complaints to three per quarter”, and “Clean up work area every day after work.”