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You're having trouble setting and tracking performance goals. How can you improve your approach?

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As a supervisor, you need to set and track performance goals for your team members, but you may find it challenging to do so effectively. Maybe you don't have clear expectations, or you struggle to measure progress, or you don't communicate feedback regularly. Whatever the case, you can improve your approach by following some best practices and using some performance management tools. Here are some tips to help you.

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1 Define SMART goals

The first step to setting and tracking performance goals is to make sure they are SMART: specific, measurable, achievable, relevant, and time-bound. SMART goals help you and your team members to have a clear direction, a way to monitor results, and a sense of accomplishment. For example, instead of saying "increase sales", you can say "increase sales by 10% in the next quarter by contacting 20 new leads per week and following up with existing customers".

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Eric Constantino Mationg

Document Control Manager | Internal Auditor I DMS Specialist
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Know your tracking performance goals and check the current effectivity. What are the requirements? What are the goals to be achieved? What are your objectives towards achieving achieving your goals? They should be specific, attainable, relevant, and have a deadline for completion. It's also critical to match goals to each method and growth strategy.

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Manuel Teixeira

Mechanical Engineer | Product Engineering | Production Manager | Leadership | Team Builder | Continuous Improvement | Lean Manufacturing | Production Planning
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To improve your approach to defining and tracking performance goals, you must know what to measure and how to measure. Once that is clear, set goals that are specific, measurable, achievable, relevant, and time-bound, then using clear and regular communication ensure that all involved parties understand the established goals.

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Dominic Shearn

Management Professional dedicated to Quality Improvement and Efficiency
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Instead of waiting for annual reviews, incorporate frequent check-ins with employees to discuss their progress towards goals, address challenges, and adjust objectives as necessary. These regular meetings encourage open communication and allow for timely feedback and support, keeping employees motivated and on track.

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2 Use a tracking system

The second step to setting and tracking performance goals is to use a tracking system that allows you to record, review, and update the goals and their outcomes. A tracking system can be a spreadsheet, a software, or an app, depending on your preference and budget. The main features of a good tracking system are that it is easy to use, accessible, transparent, and secure. A tracking system helps you and your team members to stay on track, measure progress, identify gaps, and celebrate achievements.

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Frederick Blommer

BNR total solutions Co-owner
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Give you and you team a program that tracks the performance of each hour of your work so you can can call out the good ones and motivate your team members on the not good ones to get better to be a team of in it to win it each day

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3 Provide regular feedback

The third step to setting and tracking performance goals is to provide regular feedback to your team members on their performance. Feedback should be timely, specific, constructive, and balanced. Feedback helps you and your team members to recognize strengths, address weaknesses, solve problems, and improve performance. You can provide feedback in various ways, such as in person, by email, by phone, or by video call, depending on the situation and the preference of the team member.

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Manuel Teixeira

Mechanical Engineer | Product Engineering | Production Manager | Leadership | Team Builder | Continuous Improvement | Lean Manufacturing | Production Planning
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Establish a system of regular feedback to evaluate progress toward the goals. Feedback helps identify areas for improvement and adjust as needed. This feedback must be linked to the established tracking milestones and supported by the defined KPI′s.

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4 Adjust goals as needed

The fourth step to setting and tracking performance goals is to adjust them as needed based on the feedback and the changing circumstances. Goals are not set in stone, and they may need to be revised, modified, or replaced if they become unrealistic, irrelevant, or obsolete. Adjusting goals helps you and your team members to adapt to new challenges, opportunities, and expectations. You should communicate any changes in the goals clearly and explain the reasons behind them.

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5 Recognize and reward performance

The fifth step to setting and tracking performance goals is to recognize and reward the performance of your team members. Recognition and reward can be formal or informal, monetary or non-monetary, individual or collective, depending on the achievement and the culture of your organization. Recognition and reward help you and your team members to feel valued, motivated, and engaged. You should acknowledge the efforts, contributions, and results of your team members regularly and sincerely.

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Manuel Teixeira

Mechanical Engineer | Product Engineering | Production Manager | Leadership | Team Builder | Continuous Improvement | Lean Manufacturing | Production Planning
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Celebrate successes and learn from challenges, this is the most basic reward system, never miss this one. Regardless of other reward systems, this one is free and a great tool make people feel engaged and recognized for their efforts.

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6 Seek feedback for yourself

The sixth step to setting and tracking performance goals is to seek feedback for yourself as a supervisor. Feedback can come from your team members, your peers, your managers, or your customers, depending on the scope and the purpose of your role. Feedback helps you to evaluate your own performance, identify your strengths and areas for improvement, and learn from your experiences. You should ask for feedback proactively, listen to it attentively, and act on it accordingly.

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7 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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You're having trouble setting and tracking performance goals. How can you improve your approach?

1

2

3

4

5

6

7

1 Define SMART goals

2 Use a tracking system

3 Provide regular feedback

4 Adjust goals as needed

5 Recognize and reward performance

6 Seek feedback for yourself

7 Here’s what else to consider

Supervisory Skills

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You're having trouble setting and tracking performance goals. How can you improve your approach?

1

2

3

4

5

6

7

1 Define SMART goals

2 Use a tracking system

3 Provide regular feedback

4 Adjust goals as needed

5 Recognize and reward performance

6 Seek feedback for yourself

7 Here’s what else to consider

Supervisory Skills

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