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Engaging Staff in Setting Goals Engaging Staff in Setting Goals and Expectationsand Expectations

http://www.youtube.com/watch?v=4ZlfReH8znM

Session ObjectivesSession Objectives

Clarify the supervisor’s role in engaging staff to set goals and expectationsstaff to set goals and expectations.

Identify specific actions necessary to help staff create their prioritized list of goals/ expectations.

Examine tips and tactics to engage the reluctant.

Your Job? Create connection and commitment to goals!

"Would you tell me, please, which way I ought to go from here?" asked Alice. "That depends a good deal on where you want to get to," said the Cat. "I don't much care where--" said Alice. "Then it doesn't matter which way you go," said the Cat.

Role of the SupervisorRole of the SupervisorShould you specify employees’ goals or

should you solicit them???

Routine Work

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Non-Routine WorkPref

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Compliant Actor Committed Agent

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Vision, Mission and Goal AlignmentVision, Mission and Goal AlignmentUniversity Goals and Values

oal 2

oal 1

oal 3

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oal 5

OPAC GoalsMeasures

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Departmental GoalsG

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Division Goals

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Individual Goals & Development Plan

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Sources of GoalsSources of Goals

University + Department

Goals

SMARTGOALS

•Employee’s contribution

Employee’s Key Areas of

Responsibility

•New project, problem, process•Routine/maintenance activities

Cascaded GoalsCascaded GoalsUNIVERSITYEnhance Manager-Employee Relationships

DIVISION Provide means for employees to provide feedback to

supervisor.

DEPT/WORK UNIT Pilot one hourly area with Upward Feedback tool and roll out Pilot one hourly area with Upward Feedback tool and roll out

to campus by April 30, 2012.

INDIVIDUAL Coordinate/Implement/evaluate hourly pilot by 12/31/12, and

implement campus-wide by 4/30/2012.

STEPS to Setting GoalsSTEPS to Setting Goals

Review goals. Suggest necessary revisions. Clarify priorities. (Step 2 Step 1)

Approve SMART Goals (Step 2 Step 3)

Discuss individual’s contribution to specific dept goals and/or standards for routine tasks

Communicate Division/Department Goals to Team

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Dealing with ResistanceDealing with Resistance Listen First! Sell Later! Purposep◦ Get the right things done.◦ Documentation to support decisions.◦ Justification for merit recommendations.◦ Clarify expectations and establish priorities.

Importance◦ For fair evaluation of performanceFor fair evaluation of performance◦ Development of job skills and/or future career

skills (i.e., keep up or fall behind)

= A written statement that clearly describes tasks or actions with measurable results.

And in summary. . .And in summary. . . Help make the connection to the University

goals. Communicate division, department and your

(work unit) goals. Prioritize what needs to get done in their

area.◦ Projects, contributions to work unit/dept goals◦ Performance standards for their routine tasks (to

maintain or improve) Help them finalize SMART goals by

reviewing, offering refinements, and clarifying specific outcomes.