WORKSHOP DESCRIPTION
The Challenge
Do your employees fail to follow through successfully or consistently on implementing the feedback you provided during a conversation about performance?
Why is it that the projects you assign to your employees sometimes fall short of your expectations?
Goal setting is an investment that pays off through helping the manager and employee come to agreement on high priority work objectives. Properly set goals can free up the manager's time because employees become capable of working in a more self-directed manner. But feedback must be well formed and goals properly communicated for the receiver to successfully meet new performance expectations.
What You Can Expect From This Action Learning Session
Through example, discussion and experiential activities, this program will teach you the most effective ways to set goals with your team members. You will learn specific ways to implement action steps that increase the likelihood of these goals being met.
Learning Objectives:
This session teaches a systematic process for identifying and writing goals, and helps you learn how to ascertain the right goals, designed to develop and improve performance. It focuses on four main areas:
Identifying High Pay-off Goals
- Use the Performance Continuum Feedback Method to systematically identify key performance goal areas for individuals on your team.
- Set goals using the 5-goal categories framework.
- Training Goals: bypass the tendency to recommend training for the sake of training by first establishing goals followed by determining if and what kind of training is required to successfully meet those goals.
Creating Goals Designed to Develop and Improve Performance
-
Use an 8-category exercise to create "real-time" on the job developmental goals that encourage employees to acquire more skills and knowledge through practical experience.
-
Identify employees whose performance is below expectations, identify the key actions that will make these individuals more effective and translate this information into clear goals.
Writing Clear Goals
- Translate subjective aspects of performance, such as behaviors, into tangible
and measurable goals.
- Render feedback and performance evaluation content into written goals.
- Create goals outside of formal evaluation periods.
- Ensure goals reflect "SMART" qualities: Specific, Measurable, Attainable, Relevant, and Time-Bound.
- Position goals within sound business rationale to demonstrate why the goal is important.
Gaining Employee Buy-In
- Learn how to collaboratively involve the employee in the goal setting process.
- Conclude formal or as-needed performance discussions by confirming agreement then following the mutually understood goal setting process.
- Conclude evaluation meetings by jointly writing goals with the employee to ensure performance objectives are followed through to completion.
Who should attend?
Feedback providers such as managers, supervisors, team leaders responsible for providing employees with goals and objectives.