We've said many times that the first step in an effectiveprocess is developing a performance plan for each employee. And you know you should involve your employees in setting the specific work goals that make up that plan.
Depending on what kind of employees you have, it may be easy for them to generate specific, measurable goals for their own performance. Or you may have to build their awareness of how their work impacts the enterprise as a whole, and thus what they should strive to do to make that impact positive. But in either case, getting employee input into goal setting is only the first step. You and the employee then need to refine those goals into a plan that moves you forward instead of holding you back.
Here are some points to consider as you craft the final plan:
- The relative priorities of various goals. Faced with a choice, should your team member try to close a sale with a new customer...(register to read more)