Examples Of S.M.A.R.T Goals For Performance Reviews The Changing Performance Management Process

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The Changing Performance Management Process

Many companies are changing their approach to performance management. While the current change that employees see is the elimination of the annual review and/or appraisal review, the change in the procedure is a longer-term effect. This means that managers and employees regularly discuss business and employee contributions.

You can see companies introduce new vocabulary – commitments vs. goals, connections vs. partners, constant focus vs. strengths, contributions vs. achievements, or things to consider changing vs. opportunities or weaknesses. Let me share a few examples from my life:

  • Obligations: Years ago, my boss told me to cut back on mine obligations, but get to know each one. This advice has stuck with me for years. This word seems to be more powerful than setting goals. How many goals have you set in your annual performance plan and not met for one reason or another? On the other hand, commitments seem stronger and more personal.
  • Attachments: Consider listing your accomplishments at the end of the year to summarize your performance. Now consider what would happen if you had to translate that list to contribution. To be honest, I believe that in a few years I could have halved my list of accomplishments, which contributed to my company’s bottom line.
  • Things to change: A sales manager once told me that I should consider changing my approach to developing new clients. She never said I wasn’t good at generating leads (the term “weakness”), but I understood what she meant and started watching successful colleagues and learned a lot from them. Two years later, I was running my new client department. This manager was ahead of her time.

As market competition increases, smart companies are looking for ways to doing employees, develop and employees, and ultimately keep employees. Changing the performance management process can help achieve all three goals.

  • Get involved: When managers regularly talk to employees about performance (instead of several times a year), it shows an interest in the employee because of the manager’s personal investment of time. As managers spend time with employees, they learn what motivates employees and prove more effective at keeping employees engaged.
  • Develop: Telling employees where they should “keep focusing” helps him or her know what the company values; and identifying areas where employees should “consider trying to do something different” shows him or her where they can improve without demoralizing the employee.
  • Keep: The cost of turnover is high and onboarding new employees takes time and money – why not invest in your existing employees by sharing ongoing feedback and encouraging them to stay?

In short, as a manager it’s important to spend time with your employees and the words you use matter. Talk to your employees daily, making it part of your company culture. As everyone knows, an engaged workforce results in higher retention. Become part of the process change and start moving away from the annual feedback cycle even if your company hasn’t made the leap yet.

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