Employee Performance Goals – 2 Templates
Your company has goals that it wants to achieve. However, even employees have their own goals that they want or have to reach. Whether it’s for the company or for their own personal reasons, they have goals that they’re trying hard to achieve as they know it can bring them one step closer to success. You may also see performance evaluation templates.
But then there are some employees who have no idea how to achieve these goals. Companies want to do what they can to make sure that their employees perform in a way that their work goals are met as doing so benefits both the employee and the company. So this article is going to teach employees how they can reach their goals and how companies can perform proper employee evaluations that will help see how an employee is performing.
Employee Self Assessment and Performance Goal Setting Form
hr.ubc.ca
Employee Performance Goal Appraisal Form
http://go.osuit.edu
How Employees Can Reach Their Performance Goals
Setting goals in the workplace mean that they’re going to have to support the company’s own goals, while at the same time making sure that they’re completely your own. You may also like smart goal templates.
So here are a couple of steps that will help you determine and reach your own performance goals in the workplace:
1. Get Clarity on the Structure of Your Team
You’ll need to know how your team works and its interrelationships if you want to be able to set workplace goals that will make you and your team more productive. The more you understand about your team, the more you will be able to realize what your goals are going to be and the means of which you are going to achieve them. You may also like employee satisfaction survey templates.
2. Focus on the Factors You can Control and Create a Plan for the Rest
For every performance goal, there are certain factors that you can control and there are factors that are out of your hands. You need to be clear as to which factor belongs where and create a plan for those that you cannot control.
Let’s say that you’re in charge of making sure that you and your team are able to sell a certain amount of products by the end of the day. You can control how your customers treat and communicate with your customers, but you can’t control how your customers behave. So think of a plan that will help your customers behave in a way that will make them want to buy your products so that you’re able to reach your day’s quota. And if you see your employees aren’t exactly doing well in the customer service area, then you can easily hold a short meeting where you remind them how important it is to actively communicate with the customers.
So always have a plan and make sure that you stay in control of the things that you can actually affect directly to ensure that you’re able to reach your goals as well as success.
3. Talk to Your Boss
Some of you may feel shy or apprehensive to ask the boss for advice, but now is not the time for that. Your boss is someone who has been observing how you perform ever since you’ve been hired, so most likely that person has something to say in regards to how you’re performing in the workplace. You may also like goal sheet templates.
Whether the comments are positive or negative, your boss is one of the greatest sources of information as his/her comments will tell you if you’re doing good, or if there are certain areas that you need to improve on to ensure that you’re able to meet your personal as well as the company’s performance standards. Even having a simple conversation in regards to how you can improve will go a long way towards defining your workplace performance goals. You may also like employee work schedules.
4. Think About Your Career Path
There’s a reason as to why you’re working so hard, and that’s to keep moving up the career ladder. If you know there’s a certain title that you’re after, then you’ll need to know what its required qualifications and skills are in order for you to obtain it. Knowing this will help you work towards that goal to ensure that when you have your next performance appraisal, management should see your potential to handle the position and possibly put you up as a candidate.
5. Clarify What Achievements of These Goals Would Look Like
A good performance goal is one that’s specific, measurable, attainable, relevant, and time-bound. Try to do what you can to go beyond those basics and visualize what it will look like the moment that you’re able to achieve your performance goal. Do you think that achieving it will help make your work much easier? Will it allow you to produce more output than ever before? Will the productivity of your team increase and could it possibly make others want to reach the same goal? These are just a few things that you have to think about when imagining what it would be like to achieve your performance goals. These images are what can help keep you motivated, thus help to make sure that you work hard for your performance goals. You may also see sample employee schedules.
6. Ask for Support
No matter how good you think you may be, there will be times wherein you can’t do things alone. So if you’re struggling in achieving a certain goal, then you can always go to your supervisor for help. If you want to get better at work, then you’re going to have to do this as these people will most likely have something to say that should be able to help you. Make sure that these are people who actually care about your success in terms of performance as there are some who may be out to sabotage your career. If you can trust these people, then ask for their advice and listen carefully to whatever they have to say. You may also like employee appraisal letters.
How to Evaluate an Employee’s Performance and If He/She Is Reaching Certain Goals
Now that you know how an employee can figure out and reach performance-related goals, the next thing to is to evaluate as to whether or not the employee is actually doing what needs to be done in order to reach them.
Here are a couple of steps that can help do just that:
1. Know the Level of Execution
At the end of the day, nothing is more important than execution. If you know the things that an employee has to do in order to improve performance, you’re going to have to see how he/she does them. Doing so will tell you if the employee is doing everything the right way, or if the employee is doing it in a way that’s counterproductive. You may also like employee evaluation templates.
2. Quality of the Work
One of the best ways to figure out the employee’s level of performance is by seeing the quality of his/her output. Let’s say that the employee is in charge of creating new products that will be released in the following month. If the employee is able to make one that’s durable, has great features, and is designed well enough that customers would want to buy it, then that would mean that the employee’s quality in terms of performance is well above average. If the employee’s work quality does not meet the company’s standard, that’s when you have a problem that you’ll need to find the solution to.
3. Customer and Peer Feedback
Your own employees and customers are one of the greatest sources of information in regards to learning how well an employee is doing within the company. So let’s say that you ‘ve received a ton of customer feedback stating that this particular employee is doing such a good job that customer satisfaction has gone up so much that they’re all willing to keep coming back. Naturally, this would tell you that the employee is performing well and should even be rewarded for the effort.
However, if you receive feedback from the employee’s peers stating that he/she has not been helping out the team or has provided less than what’s required, then the feedback can give you details regarding what the employee’s problem is and what he/she has to work on. So whether the feedback is positive or negative, you’ll need to gather as much as you can so that you can have a clear image of how the employee is doing. You may also like employee record templates.
4. See if the Employee Understands His/Her Performance Goals
If the employee knows what his/her performance goals are, yet has a difficult time in achieving them, then this is a good opportunity for you to support the employee to ensure that he/she is able to meet them. However, there are some who have no idea as to what they’re supposed to achieve, let alone how to achieve them. In that case, you’ll have to remind these employees in regards to what’s expected of them as well as telling them that they could be terminated if they continue to fail with meeting company performance expectations. You may also like employee review templates.
5. State What Your Employee Should to Fix Performance Problems and Provide Support
If your employee is having problems in terms of performance, the first thing that two of you are going to have to do is to figure out what these problems are. Once they have been determined, the next step is to figure out what the employee needs to do in order to fix them by coming up with an effective plan as well as new goals. Try to offer whatever help you can and make sure that these solutions are related to the issues. All that’s left to do is to implement these plans and make sure that the employee is following them through careful observation.
If you would like to know more on employee performance goals or anything related to this particular topic, then all you have to do is go through our site, find the articles that can give you the help you need, and use what information you’ve gathered to help you out. You may also like free employee review templates.
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