In performance management, how to set performance objectives successfully is the key to carry out performance management. In practice, many people do not know how to set performance goals and what the steps are. This article introduces the seven steps of setting performance goals, namely, understanding the overall goal, setting personal goals in line with SMART principles, aligning performance goals with superiors, listing possible difficulties in achieving performance goals, listing some skills and authorization needed to achieve performance goals, identifying the necessary cooperation to achieve performance goals, and determining the final target completion date. (Lu Yunfeng)
SMART principle, performance appraisal form, department performance target form
Understanding the overall goal A correct understanding of the overall goal, is to make the overall goal, direction and each of our work goals and directions are consistent, so our first step must be to understand the entire annual work plan, work plan and work objectives.
After having the overall goal, we should decompose it based on the goal. According to the principle of SMART, the performance goal should be clearly detailed, measurable, relevant and achievable, and at the same time, there should be a time limit. Therefore, such a goal should be formulated in line with the SMART principle.
After setting the personal performance goal, we need to check whether the performance goal is consistent with the performance goal of our boss. This is our final performance goal. We need to see if our goals are consistent with those of our superiors and if there are any deviations.
The possible difficulties in achieving the performance target are listed based on the actual work of the individual. According to the set performance target, the problems and obstacles that may be encountered in the implementation process of achieving the performance target and the support that is expected to be obtained are listed. At the same time, the corresponding solutions are also listed for the difficulties and obstacles.
List some skills and authorization needed to achieve performance goals After listing the difficulties and obstacles that may be encountered in performance goals, we need to see what aspects of skills need to be improved, what kind of training to attend, and what kind of knowledge to learn based on our own reality. At the same time, what kind of authorization do we want to obtain to accomplish such a performance target?
Identify the cooperation necessary to achieve the performance goal This step lists the partners and external parties necessary to achieve the performance goal. In our work, there are many times cross-department or cross-function, cross-sequence, what kind of cooperation and cooperation methods should be, including cooperation with external, what kind of external, and what kind of cooperation we should be equipped with, in this step to be clear.
Set the final target completion date In the final step, specify the final time to achieve the performance goal. This time must be precise, clear, can not be vague, mid-month, early month, late month, etc. are not clear, there must be a clear date, February 18 before work and so on. At the same time, when the date is confirmed, it is necessary to consider the actual situation that can be completed, and to clarify the date based on objective reality.
The setting of performance goals should be based on objective reality and oriented towards improving work skills.
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