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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, the competencies that the organization […]

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 objectives at the level that […]

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, measurable, attainable, result-focused, and time-oriented—is […]

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 goal has been achieved. Ensure […]

Where Does Goal Setting Fit into the Performance-Planning Process?

Goal setting is one of the key elements of performance planning. In addition to identifying the key responsibilities of the individual’s job and the competencies or behaviors that the organization expects everyone to display, another critical element is setting appropriate […]

Don’t We Have to be Objective when We Evaluate Someone’s Performance?

Descriptive measures seem subjective. Don’t we have to be objective when we evaluate someone’s performance? Of course we must be objective. But what do the words objective and subjective actually mean? The American Heritage Dictionary of the English Language provides […]

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 responsibility in a subordinate’s job […]

How do You Determine Someone’s Key Job Responsibilities?

Job descriptions should provide a lot of help in determining the key responsibilities of a job but they rarely do. Too often, however, job descriptions are written in very general ways to serve many different purposes: recruitment, compensation, legal requirements, […]

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 the person’s personal style, manner, […]

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 Ideally, every manager should close […]

What are the Employee’s Responsibilities for Performance Planning?

While the manager has six important responsibilities in the planning phase of performance management, the individual actually has seven. Again, most of the responsibilities involve activities that happen before the actual meeting. Before the Meeting 1. Review the organization’s mission […]

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 agenda for this meeting includes […]