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Setting Employee Goals for Effective Performance Management

Posted on April 5, 2016 8:50 am;

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What is performance management? To the uninitiated, performance management is something they

need not overly concern themselves with, since they know their job and do not need to be told what to

do. Besides this, there are many other misconceptions that surround performance management: that

performing employees do not need managing, that performance management is merely telling

underperforming staff that they need to put their game face on or lose their job, or that performance

management is sitting meekly until your manager is finished criticizing your work.


Performance management is a far cry from these misconceptions. It is a process by which a manager

and a staff member sit together to plan and review the employee’s performance based on his work

goals and on his overall contribution to the success of the organization. It is an ongoing process that

involves a shared commitment to high performance, both from the manager and the employee.


Setting Great Goals

Goals are essential to performance management; without them, there will be no standards by which to

base the performance on. To effectively set goals, one must bear the following points in mind:


1. Goals must be SMART. Any goal must be specific, measurable, attainable, relevant and timely.

For employees to reach their goal, they must know the specific expected outcome at a set

period of time. They must also have the resources to achieve goals that are aligned with the

organization’s overall vision, objectively assessed by applicable measurement tools.


2. Goals must be adequate in number. Too many goals can be a burden for employees and can

lead to productivity issues, while too few goals can make them lax in their work. Around five or

six goals are enough to challenge staff and keep them engaged in contributing to the success of

the company.


3. Goals must impact both the business and the employees themselves. Both management and

employees must be invested in achieving high performance. Well-planned goals, regular

monitoring and feedback allow employees and management to enter dialogues that create a

positive impact on the business and individual employee performance.


Performance management is a great tool for harnessing employee motivation and engagement. By

creating quality goals, you pave the way for your employees to contribute to the success of your

organization while encouraging their personal achievement.


Want to delve deeper and learn how to create a fully integrated and coherent performance strategy?

Take a look at our upcoming workshops for the next Performance Management and SMART goal

Setting Workshop!

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