5 Steps to Creating Effective Goals

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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.

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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?

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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.

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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.

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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)

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.

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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”.

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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.

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Plan for Success: 5 Step Process1. Discuss the purpose and value of the employee’s

position.2. Define the goal, the ideal result and the

measures of success.3. Identify the needed resources and skills and

create steps to provide them.4. Document the goal with deliverables and time

frames.5. Get agreement between manager and

employee.

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

Bonus Slides: Using Performance.net to Manage Goals

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Goal Align!

• Each employee goal can be aligned with a high-level corporate goal as it is created

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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.

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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

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Tracking High-Level Corporate Goals

• When a user logs in, they can see an optional “Corporate Goals” Progress Chart

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Getting to Your Goals

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Once you have entered deliverables, the two that are due next are listed on

the Home Page.

From your Home Page, click on “Manage My

Performance”

Your Process Map

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The Process Map shows you your tasks and deadlines. The first time you enter,

you’ll click “Consider/Add Goals” to begin.

Starting a New GoalYour first step is to

Select the Corporate Goal that the goal will

support.

After selecting the corporate goal, enter the goal. Until signoff, you can continue to

edit and refine the goal.

You can also select a priority .

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.

Add Deliverables

You can add unlimited deliverables with

target numbers and/or dates.

Updating Deliverables

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The Update page also lets you update

deliverables and add new deliverables.

The Update page also lets you update

deliverables and add new deliverables.

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

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