In this post, you can ref useful information about performance review goals and objectives. You can ref more materials for performance review goals and objectives such as: performance review methods, performance review forms…
Performance evaluations give business owners and their managers an opportunity to sit down with employees to review goals and expectations, while reviewing the past year’s performance. Sharing both commendations and recommendations, employers give their employees tips for improving their performance. The goals and objectives you set with your employees greatly depend on how long an employee has been with the company, your industry, the employee’s job function and responsibilities and your overall business goals.
Accuracy is a key skill necessary for a wide range of careers, from administrative assistants working inside real estate offices to government-hired engineers. If you have an employee who is seemingly prone to making errors, you can create a goal during his performance evaluation that states you expect the employee to increase accuracy by 20 percent by the time of his next evaluation.
Employees with positions that rely heavily on business development and sales are frequently given goals and objectives that focus on increasing the amount of sales or business they generate for the company. Make these goals are specific to the needs of your business, however, as without sales and new clients, your company may not see profit. You might ask an employee to bring in three new customers within the next four months, or create a goal of increasing sales by 5 percent each month for the next six months.
Creativity helps companies stay innovative, constantly coming up with new strategic ways to market to customers or develop new products. If you expect more ideas from an employee, you can use the performance evaluation to set a goal for the employee to participate more during meetings or take the lead in presenting ideas to his team or company. This is especially important for employees who are in leadership or executive positions.
Education and experience can help employees land positions, but to position themselves for promotions, employees have to constantly develop new skills and develop their expertise. If an employee on your staff could benefit from training to make her more effective at her job, you can set goals based on obtaining training, eduction or certifications. For example, you may ask the employee to attend at least three workshops on using social media to retain clients or obtain a new financial license.
Team work is inevitable in an organization, whether you have a large or small team of employees. Therefore, it is important for employees to know how to work independently and alongside their co-workers on projects, presentations and when providing customer service. Encourage an employee who has a hard time producing results, or participating in a team atmosphere, to improve his skills.