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The examples of goals for work for employee performance and development purposes in the succeeding sections follow the SMART goals guidelines. As a reminder, SMART is the acronym for Specific, Measurable, Achievable, Relevant, and Time-based. These are the attributes that each goal should contain. It takes practice because the general tendency has been to write vague statements for employee performance review purposes because they take less thought and require less commitment. SMART goals are precise as to what employees at any level should strive to accomplish.
SMART goals apply to employees or leadership, so obviously, the specific goals will be geared towards the individual's role and level in your organization. Though development goals are usually broader than performance goals because they include striving for responsibility and positions outside the current job, they should still be SMART.
A helpful guide to begin writing SMART goals is to fill in the blanks of the following template for each goal.
Take this action___________________________________
Within what timeframe?________________________________
With what outcome?_____________
One of the many advantages of writing SMART goals is that it also makes it easier to identify how employees are accomplishing their work and how they will pursue goals since this is a collaborative process between the employee and supervisor. Following are some examples of goals for work divided into two major categories: performance goals and development goals.
Performance goals are short-term goals aligned with specific job duties that you want an employee to achieve within a designated timeframe. Common mistakes that managers make are writing generic goals that are not specific and have no definitive time stated for completion. Another mistake is writing one or more goals that are not achievable. The goals are not motivating because they have no value.
Performance goals can include current responsibilities and new assignments, projects, and priorities, but they must always remain specific to the job. Ultimately, these goals are intended to incentivize employees to perform their best work.
Performance goals are short-term goals aligned with specific job duties that you want an employee to achieve within a designated timeframe, while a development goal focuses on an employee's learning and skills development. #SMARTgoals #workgoals
A development goal focuses on an employee's learning and skills development, often for career development and advancement. They revolve around progressing professionally in the job or career by improving capabilities and competencies. Professional development goals are usually, but not necessarily, longer-term goals than performance goals.
Following are ten examples of goals for work that focus on professional development as an employee or as a manager or supervisor.
Identify a personal area needing improvement, i.e., active listening, asking for and giving feedback, building relationships, managing meetings, etc. Complete a pre-assessment. In collaboration with your manager, develop a plan to achieve improvement. The plan can include activities like online training, attending workshops, reading management articles, etc. Use periodic assessments to measure progress.
The examples of goals for work for performance and professional development goals are just a sample of the way to write goals. You and your employees will collaboratively develop goals that are right for your organization.
There are some key organizational characteristics that best support the goal setting and assessment process and promote achieving the desired results.
With SMART goals, the employee performance review can be made more relevant, more meaningful to the employee, and more motivating. You can make SMART goals even SMART-ER, though, by adding a couple of more steps.
To best support employee goal setting, promote an organizational culture of learning and coaching, provide the necessary resources, and give employees recognition for working towards and reaching goals, even small ones! #SMARTgoals #L&D #learningculture
Projections has the knowledge, expertise, and resources you need to develop a strong performance review process from beginning to end that strengthens employee engagement. Setting goals and conducting performance reviews should not be something employees dread. Rather it's a chance to make sure your team members are heard and valued, and in the process, your organization becomes more adaptable and able to thrive in the future.
In over 25 years of helping companies connect with their employees, Jennifer has gained a unique perspective on what it takes to build a culture of engagement. By blending a deep understanding of labor and employee relations with powerful digital marketing knowledge, Jennifer has helped thousands of companies achieve behavioral change at a cultural level.