For each employee’s performance expectations, set A, B and C goals, suggests the SmartBlog on.
“C” goals are Comfortable; it doesn’t take much to achieve them. “B” goals are Believable; they take some extra work and achieving them might bring some reward. “A” goals are Awesome. Someone would have to make changes to achieve them—new process or resources—and the come with a big reward.
With A, B and C goals, you’re distinguishing between your bare-minimum expectations and stretch goals.
- Manager who did the hiring also should do the firing
- Beat discrimination lawsuits by nailing down specific rationale for employment decisions
- Keep careful track of work-restriction notes
- Make sure your e-communication policy covers social networks
- Recruit managers as allies before pitching that HR project