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and how little traditional performance management helps people perform at their best.
Mid-‐year reviews are often a painful reminder of how far apart work and goals can drift …
The disconnect creates a lot of anxiety:
This has nothing to do with what our team has been
focused on the last 3 months
Why didn’t we revise these when
we changed strategy?
How can I possibly be measured on these things when they don’t matter
anymore?! What’s the point of this whole process—it’s so far removed from our real work
The traditional performance process doesn’t support great performance. We live in an always-‐on world, but the typical approach to goals is “mostly off”. Chances are your company’s performance approach provides you little value and plays little or no role in how you manage.
1 Recognize the power of goals
Goals are a prerequisite to success. A goal is how you deKine what you’re striving for and what success looks like. They are powerful drivers of personal growth, which accelerate success over time.
2 Understand the ROI of demonstrated achievement. Make it easy for your boss to advocate for you by providing continuous performance facts about progress on agreed-‐upon goals. Facts make a huge difference in employee ranking and the pay and promotion pipeline – but very few managers are really disciplined about cataloguing them for their direct reports.
3 Design goals into your work week.
Change your process—not the company’s—to make goals a true part of your work and week. Goal-‐driven teams use Workboard to take ownership of their performance. Workboard brings business and individual goals together with tools to manage real-‐time priorities, actions and tasks on Web and mobile. Goals and work are always connected, wherever you or your team are.
If a goal is no longer worth pursuing, change it. It’s a huge disservice to you, your team and the company to be assessed against an irrelevant goal. You can only refresh goals when you realize there’s a gap; they need to be integrated into your weekly work to see when execution priorities and goals are misaligned then determine whether the goal or execution needs to change. By resetting and re-‐communicating goals upline and downline when change is necessary, you get the motivational and professional beneKits.
4 Refresh goals when they’re stale.
5 Measure success more frequently.
There’s nothing quite like the satisfaction of achievement. Set metrics and milestones in smaller increments to enjoy that satisfaction more often. If you’re a manager, driving toward goals will become habit much more quickly when they’re present in your work and you’re getting frequent satisfaction from progress.
83
%
of employees say recognition is more rewarding than cash!
You don’t go to work to fail, so get serious about success.
DeRine goals, objectives and metrics for success then bring them into focus in the work you do every week. You’ll enjoy more success, satisfaction and alignment, and you'll enjoy the year-‐end review moment even more.