Setting Goals to Meet Business Objectives
Goals should be set with employees, not for employees. Involving them in the goal
setting process is critical. The purpose of setting goals is to give employees targets
on which to focus. If the employee has not participated in the establishment of
these goals, they are less likely to buy-in to the goals and less likely to find them
motivating.
Setting mutually agreeable goals with employees should be a positive process. It
allows you both to share hopes and ideas for the future. Setting goals will lead to
higher levels of performance and more motivated employees.
Helpful Tips when developing goals with employees:
1) Set aside time to talk to your employees in private without interruptions to
demonstrate that you are vested in the process
2) Prepare goals for the employee in advance and ask them to do the same.
Write them down and both of you should bring them to the meeting.
3) During your conversation with the employee focus on the ideas and themes
brought to the meeting.
4) Agree upon goals that are Specific, Measurable, Achievable, Relevant and
Time Bound. These refer to SMART goals.
5) Create a final document that lists the goals that you both agree on. This list
is to become the section of the performance evaluation that states goals to
be accomplished in the next evaluation period. It will provide a road map for
future discussions with the employee about their progress and performance.
GUIDELINES FOR WRITING EFFECTIVE GOALS
Use the SMART goal model, as outlined on the Goal Worksheet, to assist
employees with writing more effective goals:
Specific - The desired outcome or results are clearly
defined
Measurable - Establish concrete criteria for measuring
progress toward the attainment of each goal set.
Achievable - The goal is challenging but realistic given
time and resources
Relevant - The goal is aligned with
team/dept/division/university objectives and direction
Time Bound - Deadlines are set for accomplishment
Performance Goals help employees:
Know what is expected of them
Take responsibility for their performance
See where their goals support organizational objectives
Direct efforts where they can do the most for their unit success
Find out how they are doing
Feel that their performance evaluations have an objective basis
Receive recognition for their accomplishments
Goals can be identified from the following sources:
Routine job functions (refer to employees position description)
Problem-solving issues (address known problems identified in
organization)
New innovative ideas
Individual employee development needs (skills, knowledge,
experience)
Department or units objectives
University mission and objectives
Please utilize the following S.M.A.R.T. Goal Worksheet to assist in
establishing goals.
SMART Goal Worksheet
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Goals:
S - Specific
M Measurable
A Achievable
R - Relevant
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