Performance Planning

How do I Wrap Up a Performance-Planning Meeting?

Performance planning is completed when the manager and the individual have come to an understanding (ideally, an agreement) on the individual’s key job responsibilities, the goals that the person will achieve over the next year,...

How High Should I Set My Performance Expectations?

How hard should the goals be? Should I define in advance what it will take to get a superior rating or should I simply describe what will qualify as fully successful? Should I set my...

What Are SMART Objectives?

SMART is an acronym for the five components of an effective goal. An effective goal should be: Specific Measurable Attainable Result-focused Time-oriented Tell Me More The inherent advice contained in SMART—that an objective be specific,...

How Should A Goal Statement Be Written?

Here are some suggestions on creating workable goal statements: Start with an action verb. Identify a single key result for each objective. Identify costs—dollars, time, materials, equipment. State verifiable criteria that will demonstrate that the...

How do You Determine the Most Important Items?

Some Big Rocks May Be Bigger than Others; Some Key Job Responsibilities are More Critical than Others. How do You Determine the Most Important Items? The easiest way to determine what the most important key...

What is the Difference Between “Results” and “Behaviors”?

Results include actual job outputs, countable products, measurable outcomes and accomplishments, and objectives achieved. Results deal with what the person achieved. Behaviors include competencies, skills, expertise and proficiencies, the individual’s adherence to organizational values, and...

When is the Best Time to Set and Review Expectations?

The best time is a week or two after you have completed the performance appraisal meeting when you reviewed the official performance appraisal and discussed the person’s performance during the preceding year. Tell Me More...

What is “Performance Planning”?

Performance planning is a discussion. It is the first step of an effective performance management process. Performance planning typically involves a meeting of about an hour or so between an appraiser and an appraisee. The...