Setting employee performance review objectives

The employee performance review process  is not all about the employee. Managers also need to have objectives when they go into the session, yet many managers fail to set clear objectives for the meeting. As a result, the conversation can be less than efficient.

Managers without objectives they want to accomplish for the session can be easily sidetracked by petty concerns. Instead of spending an hour focused on the developmental needs of the employee sitting across from them, managers may get pulled into a pointless discussion of radio volume levels in the employee break room. Without a plan for the employee performance review, the employee will be running the show.

To avoid this, a little prior preparation on the part of the manager is required.

First, either independently or with the larger leadership team, managers need to decide on the strategic direction for the year.

Next, managers should translate that strategy into specific objectives for this particular employee or workgroup.

Then managers should convert those objectives into SMART (specific, measureable, actionable, realistic and time-bound) goals for the team.

Finally the manager should prepare what they would like to say about the individual employee’s performance.

With those objectives in mind, managers will be prepared for the employee performance review. With clear outcomes in mind, the conversations will be efficient and focused.

It is easier to select development and training opportunities, and employees should be able to see how their actions impact the overall well-being of the company. Both sides will come away from the meeting feeling that the time was well spent and with an understanding of what is to be accomplished in the year ahead.

Until next time
Ingrid Cliff

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Heart Harmony -  HR writer