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How do you get your team to set and review their performance goals?

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Setting and reviewing performance goals is a key part of team management. It helps you align your team's efforts with the organization's vision, provide feedback and recognition, and identify areas for improvement and development. However, it can also be challenging to get your team to engage in this process and follow through on their goals. How do you make it easier and more effective? Here are some tips to help you get your team to set and review their performance goals.

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1 Involve your team

One of the best ways to get your team to set and review their performance goals is to involve them in the process. Don't just assign them goals or tell them what to do. Instead, ask them for their input, listen to their ideas, and collaborate with them to create realistic and meaningful goals. This will help them feel more ownership, motivation, and commitment to their goals, as well as increase their trust and respect for you as a leader.

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Chris Clevenger

Leadership ? Team Building ? Leadership Development ? Team Leadership ? Lean Manufacturing ? Continuous Improvement ? Change Management ? Employee Engagement ? Teamwork ? Operations Management
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Setting and reviewing performance goals is an essential process for individual growth and team success. Begin by communicating the importance and benefits of goal-setting for both the individual and the organization. Make the process collaborative, involving team members in setting their own goals to increase buy-in. Ensure the goals are SMART - Specific, Measurable, Achievable, Relevant, and Time-bound to provide clear direction. Regular check-ins and updates keep goals front and center, and allow for adjustments as needed. Encourage self-assessment, fostering a culture of introspection and self-improvement. Finally, recognize and reward progress towards goals to keep morale and motivation high. Have a Productive & Safe Sunday!

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2 Use SMART criteria

Another tip to get your team to set and review their performance goals is to use SMART criteria. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These criteria help you and your team define clear and concrete goals that can be tracked and evaluated. For example, instead of saying "improve customer satisfaction", you can say "increase the average rating of customer surveys by 10% by the end of the quarter". Using SMART criteria will help you avoid ambiguity, confusion, and frustration, and make it easier to measure progress and results.

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Fahd Shafiq

Business Development | Strategic Planning | Project Management | International Education
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Until and unless team is not motivated SMART goals ain't work. The best way forward is to collaborative approach, setting goals with the help of individuals and its important to agree everything rather giving targets.

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3 Provide regular feedback

A third tip to get your team to set and review their performance goals is to provide regular feedback. Feedback is essential for learning, growth, and improvement. It helps your team know what they are doing well, what they need to work on, and how they can achieve their goals. However, feedback should not be limited to formal reviews or appraisals. You should also give your team frequent and informal feedback, such as praise, recognition, suggestions, and constructive criticism. This will help your team stay on track, adjust their actions, and feel valued and supported.

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Lia Garvin

"Team Whisperer" training managers in how to in high-performing teams | Ex-Google, Microsoft, Apple | 3x Bestselling Author & TEDx Speaker | Host of the Managing Made Simple podcast
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The more routine and regular we make feedback, the less scary it feels. Make feedback into something lightweight by checking in regularly with team members, using easy prompts like "what's one thing that went well this week and one thing that could have gone better?" Share your own answers for this as well to make feedback a two way street.

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Mazlan Marzuki

Data Center Operations
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During feedback, probing questions play a vital role in gaining deeper insights into an employee's understanding of their goals. Effective leaders understand that providing feedback is not a one-way communication; it also entails active listening to feedback from employees. By incorporating questions, leaders can encourage self-reflection, identify growth opportunities, and foster a more comprehensive discussion. By asking probing questions, leaders not only provide feedback but also create an environment where employees feel valued and encouraged to share their thoughts. Listening attentively to feedback further enhances the performance review process, fostering a culture of open communication and continuous growth.

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4 Encourage peer review

A fourth tip to get your team to set and review their performance goals is to encourage peer review. Peer review is when your team members give each other feedback, advice, and support on their goals. This can be done through various methods, such as buddy systems, peer coaching, or group discussions. Peer review can help your team learn from each other, share best practices, and build trust and collaboration. It can also reduce your workload as a leader and empower your team to take more responsibility for their own performance.

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5 Celebrate achievements

A fifth tip to get your team to set and review their performance goals is to celebrate achievements. Celebrating achievements is a way of acknowledging and rewarding your team's efforts, accomplishments, and contributions. It can also boost their morale, confidence, and satisfaction. You can celebrate achievements in different ways, such as giving recognition, rewards, incentives, or appreciation. You can also celebrate achievements as a team, such as having a party, a lunch, or a fun activity. Celebrating achievements will help your team feel proud of their work and motivated to pursue their next goals.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you get your team to set and review their performance goals?

1

2

3

4

5

6

1 Involve your team

2 Use SMART criteria

3 Provide regular feedback

4 Encourage peer review

5 Celebrate achievements

6 Here’s what else to consider

Team Management

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How do you get your team to set and review their performance goals?

1

2

3

4

5

6

1 Involve your team

2 Use SMART criteria

3 Provide regular feedback

4 Encourage peer review

5 Celebrate achievements

6 Here’s what else to consider

Team Management

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