Performance Objective Ideas for End Year Reviews

End-of-year reviews are a way for both employer and employee to evaluate the past 12 months of work and accomplishments, plus set goals for the next year. These goals, or performance objectives, will vary depending on the type of company or organization and the department the employee supports. General objectives and year-end plans can apply to all employees, as they will help strengthen the company while making the employee stronger and better suited to his profession.

Attendance

When meeting with an employee to prepare goals for the next year, keep an often-overlooked fact of work life at the forefront—attendance. Set goals for the employee such as a reduction in the number of sick days, a promise to contact a supervisor instead of just not showing up or actually remaining at home when very ill instead of coming into the office. Use previous years as a comparison via a pie chart or bar graph and explain the importance of being present to maintain office cohesion and keep projects on time.

Sales Target

For employees working on commission in sales jobs, a trackable performance objective is to break into a new sales target. For example, a company selling teen bedroom furniture can evaluate which large urban areas are heavily populated with on-campus housing, then make it the employee's goal to target those cities to try to raise profits in those areas. You can keep track of untapped markets by printing a large map and outlining sales target areas or by running statistics through a spreadsheet program. At the end of the year, plot out the area(s) for the salesperson to target.

New Skills

Whether the employee works in the information technology department, front desk or finance office, any new skill learned can benefit the company. A performance objective can be for the employees to undertake training, community college classes or specialized instruction on a new skill, including machine operation, software program or social interaction. The supervisor can set goals for the employee, plotted throughout the next year, so the employee does not feel rushed or overwhelmed. At the end of the next year, the employee can demonstrate her new skill and see where it fits into the greater good of the office.