How do you review and update performance goals regularly?

When aglining on the goals, aim for creating intrinsic motivation to reach them. Here is one way to try it. > Ask your team member to write the goals and key metrics of success > Review them together, coach them through and ask why it matters to them > Ask them to review the goals based on the conversation and insights In my experience as a team leader, asking what goals the team wants to achieve, how they want to contribute to business and what it would mean to them brings out the right kind of motivation to achieve results. #TheGoodBusy

The individual's performance goals should clearly tie back to their function/team's goals and ultimately to the organizational goals. In an environment where burnout is a real threat and resources are scarce, having clarity of how individual goals further organizational goals ensures employees are spending their time and effort on the right work that will have the maximum impact. I believe that managers play a key role here by clarifying this link (between individual and organisational goals) and should also share their own goals with their team members to enable a culture of trust, transparency and unified purpose.

The most important thing is vivid communication between the performer and the supervisor. If there's proper communication established between the two, they can achieve the targets/ goals. It is very important we set the goals mutually in consultation with rationality. If there's any gap in performance the both seat together and draw appropriate gaps and strategies to reduce the gaps HR interventions etc.

Aligning performance goals to each employee’s critical job competencies helps managers think through the job relatedness of the goals they assign. It also helps employees understand the relationships between job responsibilities, goals, and performance behaviors, which improves the employee experience and work success of the managers and employees.

Unless you are working with very junior, or very low-skilled employees, it is much better for your employee to write their performance goals after they have had a conversation with you. You will then see if they have understood what is expected of them. SMART is a useful guideline, but most complex work doesn't lend itself to SMART. Instead, simply ask them to write clearly what they understand is expected of them in the next period.

Visual cues are responsible for more than 80% of the actions we take. > what we see we believe > what we see we want > what we see we do The power of visualization is under-utilized in the professional world. Creating the right visual cues and synchronizing our physical space with our goals has an incredibly powerful effect on productivity, motivation and performance. ?? the destination is always clear ?? the motivation is always there ??♂? the progress is on the way #TheGoodBusy

By aligning goals to critical job competencies and behavioral performance dimensions, managers can utilize key performance behaviors as performance nudges in an aligned system to direct efforts at the micro level towards goal completion at the meso level.

The only constant is change. Here is the framework I used to review the goals: ?? set performance goal the month before the start of the year ?? ask your teammate to send 3 invitation for quarterly performance reviews ?? ask your teammate to send the review of the goals from their perspective at least 5 days before the meeting ?? have the quarterly meeting review ?? keep track of the changes in the performance review system/document (ex. add a date and notes from the review if the goals were adjusted) What are the benefits? > it creates accountability for the goals > it invites the teammate to reflect on their own progress > it helps to avoid any misunderstanding at the end of the year #TheGoodBusy

To motivate employees long-term, they need to know the relationships between achieving their goals and larger team or company efforts. Sharing the bigger picture and how it relates to strategic plans increases engagement and improves the employee experience.

Don't forget to review their predictive assessment results to better understand why certain efforts went well and others did not. Also, use their assessment results to align feedback messages to learning style in conversations about how to best succeed going forward.

Explain to employees that goal setting, behavioral nudges, and performance ratings are all part of a continuous improvement process aligned to job competencies and business outcomes. The process is intended to be a fair, collaborative effort that helps everyone have a positive employee experience of work success.

Evaluation is useful at formative, process, and outcome stages of the goal setting process. Providing pulse surveys at multiple points during the goal setting, striving, achieving and review stages will provide real time feedback for process improvements. Debrief more thoroughly at semi annual reviews.