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Performance Management Goals Training

Learn about the importance of performance management and goal setting in achieving organizational objectives. Understand the roles of managers and employees in setting SMART goals and tips for successful meetings. Explore ways to ensure goals are aligned, realistic, and time-framed for success. Discover strategies for year-round performance management, coaching, and affirmations for creating a positive work environment. Share your ideas and enhance your management skills!

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Performance Management Goals Training

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  1. Performance Management Goals Training The cycle What’s the point? Components Goal Setting Performance Challenges Meeting with Employee Next Steps

  2. The Performance Cycle

  3. What is a manager’s role in goal setting?

  4. What is an employee’s role in goal setting?

  5. Characteristics of SMART Goals • SPECIFIC – about what is being measured and what is to be achieved. • MEASURABLE & MOTIVATING – well-defined quantitative and/or qualitative terms; a milestone. There needs to be commitment… I will… • ALIGNED – goals should be aligned to an individual’s function and departmental goals. Goals should represent steps towards achieving the overall Observatory goals. • REALISTIC – within the scope of the individual’s responsibilities and resources. • TIME-FRAMED – when the objective must be achieved; unless otherwise stated, the goal must be achieved by or performance review period.

  6. SMART Goal model – example 1 By December 31 2014, I will build a software testing team, as demonstrated by, 4 people being hired, trained and the teams role being communicated By the end of …1.……………, we will…2.………………, as demonstrated by………3……….. 1- The goal date 2- The goal (Specific) 3- How the goal achievement will be assessed ALSO DEFINE WHAT IS MEANT BY MEET EXPECTATIONS AND EXCEEDS EXPECTATIONS Exceeding expectations on this goal is…..

  7. SMART Goals example 2

  8. Blanchard – include details

  9. SMART Goals example 2

  10. Tips for the meeting • Put employee at ease • Discuss the purpose/benefits of the meeting • Guide employee in linking goals/training & development to dept. & observatory goals • Agree on who is responsible for arranging training • Listen to employee’s goals, training & development ideas • Guide employee in linking goals/training & development to dept. & observatory goals

  11. Performance management: Year-round activity & every manager’s responsibility • Maintain open communication channels to ensure that goals continue to be relevant and issues are elevated quickly and resolved expeditiously. • Coach, assist, and/or re-direct employees who request assistance and those who are failing to meet standards. • Promptly address poor performance • Give the employee opportunities to improve – address performance issues early • “Catch” someone doing something good!

  12. Performance management affirmations – creating the future • I trust and respect my staff. • I treat my staff as I would want to be treated. • I make time to focus on developing my management skills. • I act with integrity by regularly addressing employee performance. • I take responsibility and accountability for my actions and hold my staff to the same standard. • I provide a safe working environment for my staff. • What are your ideas?

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