Managers and supervisors enjoy the critical job of evaluating employee performance. They use goals and objectives to define what employees must do. These goals and objectives relate to the employee's specific tasks and behaviors. Successful completion of goals and objectives helps the organization achieve its core business functions.
Alignment to Responsibilities
Goals and objectives should be aligned to the employee's core job responsibilities. The employee gets to know these goals and objectives in the beginning when the manager reviews the position description. These are the same statements of expected performance the manager will use to evaluate the employee at the end of the work year. Managers also communicate what measures they will use to evaluate successful completion of goals and objectives by employees.
Goals and objectives, when carefully written, reflect the technical knowledge an employee must demonstrate during the performance review period. The state of Missouri, for example, instructs managers and supervisors how to write performance objectives through an online tutorial. Examples of what employees must know about their jobs suggested in this tutorial are: successful completion of training, providing training to others, using expertise to make work processes more efficient and cost-effective and using available resources to solve problems.
Managers help the organization achieve its strategic goals by designing SMART goals and objectives for each worker. A SMART statement is specific, measurable, achievable, realistic and timely. If an employee is given this type of expectation, she knows what must be done, how that work will be measured, that it is within her ability to achieve and realistic to accomplish in the work year. The timely aspect involves deadlines or milestones she must meet to demonstrate the goal or objective is completed. Some managers develop SMART goals and objectives in collaboration with employees, because employees know their work best.
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