5 Steps to Creating Effective Goals

1. 5 Steps to Creating Effective Goals

3. Well-Defined Goals are Motivators • Manager and employee have a: • Common purpose. • Common set of values. • Mutual understanding of roles by manager and employee. • Road map of desired and actual results. • Employees are working with clear expectations. • Managers have what they need to manage by results.

4. Begin with a Sense of Purpose Define with the employee: • How does the employee contribute to the health and growth of the company? • What are the future plans of the company? • How will the employee’s goals support these plans?

5. The Up-Front Work Pays Off • Great goals pay off with: • Higher employee motivation. • More autonomy for the employee. • Less day-to-day management. • Accept that it can be a messy process. Write drafts, drafts of drafts, revise, research, revise again.

6. Step 1: Discuss the purpose and value of the employee’s position • If there are defined corporate goals: • Discuss the corporate goals and the employee’s and manager’s roles in achieving them. • Identify the corporate goals that the employee supports. • If no defined corporate goals: • Discuss the employee’s role in creating a healthy company and happy customers. • List the benefits to the company when the employee’s job is well done.

7. Step 2: Define the Goal and the Ideal Result • Write and rewrite the goal. • Discuss the end result and the positive impact on company and customers it will have. • Create measurables for the result, i.e. • Dollars (income or savings) • Customer satisfaction (satisfaction ratings, fewer complaints) • Volume of work (number of forms processed) • Product Quality (fewer repairs, less waste)

8. Step 3: Define Needed Resources and Skills • Define the relationships that are key to completing the goal. • Discuss the skillset required, and build in any needed training and development. • Identify the resources that are needed and build the provision of them into the goal.

9. Step 4: Document the Goal with Deliverables and Time Frames • Set a schedule of deliverables. • Determine how attainment of the deliverable will be measured. • Due date. • Numerical measures if applicable, i.e. people contacted, forms completed, $$ of sales. • Include manager deliverables if applicable, i.e. “Budget approval by 4/15”.

10. Step 5: Get Agreement Between Manager and Employee • Seek to communicate about and address any employee needs and concerns. • Step back and make sure the goal and time frame is realistic. • Produce a final version of the goal and complete signoff.

11. Plan for Success: 5 Step Process • Discuss the purpose and value of the employee’s position. • Define the goal, the ideal result and the measures of success. • Identify the needed resources and skills and create steps to provide them. • Document the goal with deliverables and time frames. • Get agreement between manager and employee.

12. Questions? Comments? • Contact us at Performance.net • 877-550-0220 • cwlee@performance.net

13. Bonus Slides: Using Performance.net to Manage Goals

14. Goal Align! • Each employee goal can be aligned with a high-level corporate goal as it is created

15. High-Level Corporate Goals • High-level goals: • Cover the core financial needs of the company. • Reflect their values. • Provide guidelines for WOWing customers. • Set the standard for product quality. • Describe a workplace that attracts and retains your talent.

16. Sample Corporate Goals • Build responsive client relationships for 95% retention • Increase our sales from current clients 10% • Add 10 new clients • Build and retain a workforce that cares about our clients’ success • Roll out a top-quality upgrade by June 2015

17. Tracking High-Level Corporate Goals • When a user logs in, they can see an optional “Corporate Goals” Progress Chart

18. Getting to Your Goals From your Home Page, click on “Manage My Performance” Once you have entered deliverables, the two that are due next are listed on the Home Page.

19. Your Process Map The Process Map shows you your tasks and deadlines. The first time you enter, you’ll click “Consider/Add Goals” to begin.

20. Starting a New Goal Your first step is to Select the Corporate Goal that the goal will support. You can also select a priority . After selecting the corporate goal, enter the goal. Until signoff, you can continue to edit and refine the goal.

21. Define the Result and Add Specifics Add in a description of the ideal result. Include measurables. Add all resources, action steps and deliverables to this section.

22. Add Deliverables You can add unlimited deliverables with target numbers and/or dates.

23. Updating Deliverables The Update page also lets you update deliverables and add new deliverables. The Update page also lets you update deliverables and add new deliverables.

24. Questions? Comments? • Contact Performance.net – not just for info on our products, but to share info on creating great goals – we’d love to help and learn from you • 877-550-0220 • cwlee@performance.net Free background music from JewelBeat.com