Douglas Max's Perfect Phrases for Setting Performance Goals : Hundreds of PDF

By Douglas Max

ISBN-10: 007143383X

ISBN-13: 9780071433839

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It’s also important that you avoid “micromanaging” in these conversations. That means that you should avoid “looking over the employees’ shoulder” and telling them how they should be doing their work. It’s OK to offer occasional suggestions, but if you micromanage in these informal conversations, staff are going to stop being open in communicating with you. That brings us to the following suggestions to help you use performance goals in the evaluation process. Prepare for Appraisal Meetings Appraisal meetings work best when both parties are prepared and know what to expect.

We don’t want to be too rigid about this, since means and ends are not so black and white. , “File statutory information in accordance with government requirements”). Often processbased goals (means) can be turned into results (ends), but let’s focus on common understanding and flexibility. 8. Shift your thinking about performance goals from using goals to evaluate performance to using goals to aim and guide performance. Proper aiming and guiding means you need to evaluate less. 9. It’s possible to generate dozens, sometimes hundreds of goals for any one employee.

Visit with employees and ask questions: you’ll be amazed at how much you can accomplish. That kind of thing can provide great results. What questions can you ask? It’s good to start with general ones. Here are some examples: ■ How are things going? ■ Is there anything I can do to help you on the [XYZ] project? ■ Are you noticing anything that’s slowing down your work that I can help you with? ■ What do you need from me so things will go more smoothly for you? 24 Getting the Most from Performance Goals Notice that we’ve phrased these questions in a “helping way,” not in a way that might be construed as threatening.

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Perfect Phrases for Setting Performance Goals : Hundreds of Ready-to-Use Goals for Any Performance Plan or Review by Douglas Max

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