Getting the Most Out of Your Employee Performance Review – Part IV

posted on Jan 27 by admin in the Hiring Practices, Human Resource Administration, Management category

Part 4 of 4 in our Employee Performance Review Series

In Part I of “Getting the Most Out of Your Employee Performance Review Process” we covered an overview of the benefits to an employee appraisal program. In Part II, we discussed a few common methods for getting the most of your program. In Part III, we provided you with employee performance review tips and strategies that will help the process proceed smoothly. In Part IV, we focus on goal setting and employee performance measurement.

Employee Performance Review: The Goal Setting Process

One of the most important benefits of the employee performance review is the goal setting process. It keeps the employee focused on their goals for the coming year with periodic milestones to measure progress. The manager needs to take into account the employee’s ability, skill level, and potential to form concise, measurable goals that further the company’s agenda. For many managers, the SMART process provides them with the tools needed to formulate professional development goals.

SMART – Specific, Measurable, Acceptable, Realistic, Time Bound

• Specific – The goal must be specific in order for a manager to realistically appraise the result. Setting a sales goal of “getting more customers” is difficult to measure while targeting “10 new customers” is specific.

• Measurable – Using the example above, it can be argued that the employee achieved their goal of “getting new customers” if they acquire at least two new customers. However, if the goal was acquiring “10 new customers” then they have fallen well short of the mark.

• Acceptable – To ensure that the goal is acceptable to the employee it is important to involve them in the goal setting process. Participation allows them a say in both their personal and professional development.

• Realistic – The goal must be attainable within the time period stipulated. An unrealistic goal will only cause frustration in the long term.

• Time-Bound – There must be a deadline to attain the goal.

Once the goals are set it may be wise to set a series of quarterly or monthly milestones. This allows managers to keep track of progress and help with any issues that have arisen. In addition, the manager must ensure that the employee is given the resources to achieve the goals. This could include resources such as training, equipment, and staff.

An effective employee performance review is a collaborative event where employer and employee agree on past performance and goal setting for the coming year. If performed effectively, it matches employee goals and aspirations to the needs of the company.

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