登录查看更多内容

How do you adjust your performance goals and plans?

由人工智能和领英社区提供技术支持

Performance goals and plans are essential tools for aligning your work with your organization's vision, strategy, and expectations. However, they are not set in stone. You may need to adjust them periodically to reflect changing circumstances, feedback, opportunities, or challenges. Here are some tips on how to do it effectively.

在这篇协作文章中查找专家回答

由社区从 2 条内容中精选。了解更多

1 Review your current goals and plans

Reviewing your current goals and plans is the initial step to evaluate how well they are serving you and your organization. Ask yourself if they are SMART (specific, measurable, achievable, relevant, and time-bound), realistic, flexible, and aligned with your resources and priorities. Additionally, consider if you are making progress and receiving regular feedback on your performance. It is also important to assess if there are any gaps, overlaps, or conflicts between your goals and plans and those of your team, department, or organization. Lastly, consider any external or internal factors that may affect your ability to achieve your goals and plans such as market changes, customer needs, organizational shifts, or personal issues.

添加您的观点

Scot Brown

Human Resources Manager @ Montgomery College | SHRM-CP
举报内容
In my experience SMART goals can be a barrier to creative thinking but it usually is a framework that allows me to compose even better goals then first considered. One shortcoming is not linking everyone's goals to organizational strategies or operational goals. This step helps individuals see and understand how their work impacts others and contributes to the whole.

已翻译

赞

2 Identify the need for adjustment

After reviewing your goals and plans, the next step is to identify if any adjustments need to be made. If your goals or plans are no longer relevant, meaningful, or aligned with your organization's vision, strategy, or expectations, they should be readjusted. Additionally, if your goals or plans are too easy or too hard, it may be necessary to adjust them to provide you with a challenge and motivation. Furthermore, if your goals or plans are unclear, ambiguous, or inconsistent, they should be clarified and revised to give you a clear direction for success. Finally, if unforeseen events, risks, or opportunities arise that affect your goals or plans, you may need to adapt or innovate in order to remain successful.

添加您的观点

Scot Brown

Human Resources Manager @ Montgomery College | SHRM-CP
举报内容
For me the challenge is keeping them current. Annual goals are useless in my book, I think quarterly goals that are reviewed monthly is a good fit for my team. But each team is different.

已翻译

赞

3 Communicate with your manager and stakeholders

The third step is to communicate with your manager and stakeholders about your proposed adjustments. These people have an interest or influence on your performance, such as colleagues, customers, suppliers, or partners. When talking to them, you should explain the reasons and benefits of your adjustments and how they will help you and your organization achieve better results. Additionally, seek their input, feedback, and approval on your adjustments, and address any concerns or questions they may have. Moreover, align your adjustments with their goals and plans to ensure there is no duplication, contradiction, or confusion. Lastly, update them on your progress and achievements, and celebrate your successes.

添加您的观点

4 Implement your adjustments

The fourth step is to implement your adjustments and monitor their impact. You should document your adjustments and update your performance records and reports, following your adjusted plans and taking action to achieve your adjusted goals. Additionally, track your performance and measure your outcomes against your adjusted goals, while regularly reviewing your adjustments and making further changes if needed.

添加您的观点

5 Learn from your adjustments

The final step is to learn from your adjustments and use them to improve your performance and development. You should reflect on what worked and what didn't work in your adjustments, and identify the factors that contributed to your success or failure. Ask for feedback from your manager and stakeholders on your adjustments, and be receptive to their praise, criticism, or suggestions. It's also important to recognize your strengths and areas for improvement, and plan how to leverage or address them. Finally, apply your learning to future goals and plans, and seek out new opportunities or challenges.

添加您的观点

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?

添加您的观点

Performance Management

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How do you adjust your performance goals and plans?

1

2

3

4

5

6

1 Review your current goals and plans

2 Identify the need for adjustment

3 Communicate with your manager and stakeholders

4 Implement your adjustments

5 Learn from your adjustments

6 Here’s what else to consider

Performance Management

给文章评分

感谢您的反馈

更多Performance Management相关文章

更多相关阅读内容

How do you adjust your performance goals and plans?

1

2

3

4

5

6

1 Review your current goals and plans

2 Identify the need for adjustment

3 Communicate with your manager and stakeholders

4 Implement your adjustments

5 Learn from your adjustments

6 Here’s what else to consider

Performance Management

给文章评分

感谢您的反馈

查看其他技能