Motivating employees is a key to business growth and success. It starts with helping employees in setting goals and supporting them in accomplishing those determined objectives. It also assists in providing a basis to evaluate and measure their performance. But, before fixing the desired expectations and objectives it is essential to understand its different types. Only after that management can identify and set performance goals with their employees.
Employees irrespective of departments are expected to accomplish short-term goals, termed as performance goals within a set period. These goals are defined based on the specific job positions and are determined after considering all the duties and tasks an individual has to perform in that position. These goals are a subset of and added to the overall goals of the company. They help employees in knowing what is expected from them at their position. Therefore organizations need to set clear and easily measurable performance goals by using the most ideal performance management tool for them.
The first step of setting performance goals is to identify whether the performance goals are adaptive or tactical. Adaptive performance focuses on the ability of individuals to adapt, solve problems, create good results without lots of oversights. It also focuses on innovation and improvement of standard processes. Whereas, tactical performance is the ability to finish a task with high efficiency and quality.
The success of a business depends on employees who are both adaptively and tactically proficient. While setting performance goals, managers should make sure that employees are focused on both types of performance.
Evaluating the performance of employees is really challenging because there is a lot of subjectivity that constitutes better performance, employees are wary of biases, and this causes distrust.
So leaders should carefully identify and manage these things to create confidence in their performance goal-setting process.
Managers need to understand what measuring gauge will be perfect to evaluate success. It can be measured against standards of performance, list competencies, against employees themselves, against established competencies, etc.
There can be two best options for identifying the right measuring gauge. The first is that both managers and employees mutually understand what gauge will be used to figure out whether goals are being met and improvement is there or not. The second is that the standard of performance should be based on objective measures like previously determined competencies, job descriptions, procedures, objective and key results, etc.
Goal alignment is essential for every organization because it is the process of aligning individual and team goals to the larger goal of the organization. This is essential to ensure that all the employees and teams are working in alignment with the overall objective of the organization. Sounds simple, but it’s one of the hardest areas of organization building.
Once the wider goals of the organization are determined, management must take steps to ensure that employees are informed about it, what they have to do and why. An appropriate strategic alignment ensures that the work of all employees is utilized effectively and efficiently in line with the overall objective.
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