Month: July 2024

By Obinna Kelvin Agomuo

Now performance appraisals have been done and we have already got acquainted with essential steps to take after a performance review. One of the key items to prioritize is goal setting for the next cycle. 

Setting goals is a fundamental practice that can drive both personal and professional growth. As employees transition from performance appraisal season, it’s the perfect time to reflect on the insights gained and look ahead. Whether a manager is guiding a team, or an employee is eager to chart their path, effective goal setting can be a game-changer. Here are five proven hacks to set goals that inspire action and lead to success. 

1. Align Goals with Company visions

The first step in goal setting is ensuring alignment with the organization’s broader objectives. When individual goals support the company’s visions, employees can see how their functions contribute to the larger picture. This creates a sense of purpose and motivation. For instance, if the organization is focusing on innovation, employees should set goals that encourage creative problem-solving and the development of new ideas. 

2. Make Goals SMART

A tried-and-true method for effective goal setting is the SMART criteria. Individual team members’ goals or deliverables must meet with the following to provide clarity and focus. 

• Specific – Goals should be clear and specific. Instead of saying “I want to improve my sales,” I could say “I want to increase my sales by 20% in the next quarter”. Clearly define what needs to be achieved. Vague goals lead to vague results.
• Measurable – Ensure the criteria to measure progress can be tracked and the outcome measured. This could be in terms of sales numbers, customer feedback, milestones, or deadlines.
• Achievable – Set goals that are realistic and attainable. Overly ambitious goals can lead to frustration, while too easy goals can lead to complacency. 
• Relevant – Ensure that your goals align with your aspirations and the company’s mission. This ensures that efforts are directed towards meaningful outcomes. 
• Time-bound – Set a deadline for each goal. This instills a sense of urgency and helps prioritize tasks. 

For example, instead of setting a goal to “improve communication skills,” a SMART goal would be “to complete an advanced communication skills training by the end of Q3 and apply the techniques in team meetings.” 

3. Break Down Larger Goals into Smaller Tasks 

Large goals can often feel overwhelming. Breaking them down into smaller, manageable tasks can make them more achievable. This not only makes the goals feel more achievable but also allows for easier tracking of progress. For instance, if the goal is to increase sales by 20% over the next year, it can be broken down into monthly or quarterly targets. 

4. Establish Key Performance Indicators (KPIs) 

To ensure that goals are not only set but also met, it’s essential to establish Key Performance Indicators (KPIs). KPIs are measurable values that demonstrate how effectively an individual or team is achieving key objectives. They provide a clear framework for monitoring progress and making data-driven decisions. For example, if an employee’s goal is to improve customer satisfaction, a relevant KPI could be the Net Promoter Score (NPS). Regularly tracking KPIs helps in identifying areas of improvement and ensuring that efforts are on the right track. 

5. Consider Personal Development 

While professional goals are crucial, it’s equally important to consider personal development goals. These can include improving soft skills, learning new technologies, or enhancing work-life balance. Personal development contributes to overall well-being and can positively impact professional performance. For instance, setting a goal to “finish a stress management course by the end of Q2” can help improve both personal health and workplace efficiency. 

Ready to take goal setting to the next level? HumanManager Performance Management system enables capturing of agreed goals through KPI’s, update of KPI progress and other competencies rating. Schedule a Demo now! 

By Olamide Abiwo

Performance reviews are foundational for effective employee feedback; however, the critical question remains: “Are performance reviews enough to ignite employee productivity and transformational growth?”   

While reviews offer valuable insights into strengths and weaknesses, they can leave employees uncertain without a clear path forward. Simply understanding areas for improvement is not enough. The key lies in translating this feedback into actionable steps, going beyond the review itself, and fostering a culture of continuous engagement. 

Here is how to ensure your performance review process becomes a catalyst for positive change: 

1. Foster Open Dialogue 

Following a performance review, an open dialogue is vital – whether praising a stellar performance, addressing poor performance, or discussing termination. This allows both managers and employees to align their perspectives on performance, fostering mutual understanding and setting the stage for future actions. Confronting any issue head-on promotes a healthier work environment and prevents prolonged dissatisfaction. 

2. Recognise & Reward Great Work 

Employee recognition is not just about a pat on the back – it is a strategic investment in your organisation’s future. Recognise and celebrate performing employees to motivate them and instill a sense of satisfaction and responsibility. Positive feedback is a powerful motivator, reinforcing the value of their contributions. 

3. Set Smart Goals 

Goal setting within the performance review process transcends simply listing aspirations and aligning them with KPI’s. It is a strategic exercise that bridges past performance with future aspirations, fostering a sense of direction and purpose.  

Through collaborative goal setting, employees and managers work together to define SMART goals that are directly aligned with the broader organizational objectives, providing a clear roadmap to success. 

READ ALSO: 5 Proven hacks for employee goal setting

4. Redefine Roles & Responsibilities 

As employees grow, their roles and responsibilities should evolve. Annual performance reviews are an ideal time to discuss potential lateral or vertical moves. This can involve taking on new responsibilities or exploring different departments, ensuring employees remain challenged and engaged in their careers. 

5. Prepare for the Next Cycle’s Appraisal 

Start preparing for the next appraisal immediately. Keep a running list of achievements throughout the year, documenting successes as they occur with a robust performance management system or HRMS. This ensures that notable accomplishments are not overlooked, giving a comprehensive view of an employee’s contributions. 

“Positive feedback is a powerful motivator, reinforcing the value of their contributions”

Effective communication between employees and supervisors during the review process is crucial. Transparency and honesty are key to success and productivity. By fostering an environment of open dialogue and continuous feedback, you will drive meaningful change and empower your employees. 

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Ready to transform your organization’s performance management process? Request a demo and take the first step towards empowering your employees.