Are you vulnerable to union organizing?
Take our 5-minute quiz to identify both internal and external factors that impact unionization – and get tips on how to become union-proof.
Are your leaders aligned with the company vision?
From Implicit Bias to Managing Change, your leaders need training that moves the company forward.
How engaged are your employees?
This free assessment will guide you to the right strategy to create employee advocates.
Management Consulting Services
Check out our proactive strategies that support positive employee relations.
Tagged with: Disengaged Employees, Employee Training Resources
The examples of work goals 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.
Setting professional development goals can 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 career 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 career goals is that it also makes it easier to identify how employees are accomplishing their work and how they will pursue work 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.
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 goals are usually, but not necessarily, longer-term goals than performance goals.
We're here to help you solve your unique needs. Our team of experts can help you implement the strategy that works best for your organization.
Following are ten examples of professional 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.
In addition to setting the career goals that help employees achieve professional development goals, it's also important to consider the goals that are important in an employee's personal life. Setting personal development goals can be as simple as anything that can contribute to personal growth. Of course, professional growth remains a priority, but taking a holistic approach to positive employee relations means considering that your team members are unique individuals with personal goals, families, and lives outside of the professional environment.
Personal goals are imperative to maintaining a healthy work-life balance while navigating one's career path. They can help establish emotional intelligence skills and create meaningful workplace relationships. In fact, goals for personal development are often more achievable goals, since there is less pressure to perform and an emphasis on doing things that are truly important to the individual.
Some examples of work goals for personal development include:
You can help your employees stay motivated by encouraging their personal goals. It's necessary to achieve a healthy work-life balance, and lets your team members know you care about them as a whole.
IRI Consultants and our team of experts have the knowledge, expertise, and resources you need to develop a strong performance review process from beginning to end that strengthens employee engagement. Setting work 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 reaffirm that you are invested in their professional lives. In the process, your organization becomes more adaptable and able to thrive in the future.