Effective Goal Setting. Sponsored by:

Transcription

1 Effective Gal Setting Spnsred by:

2 Stacey Carrllis the President f HR Experts On-Call and Advisr at Trakstar. Prir t establishing HR Experts On-Call, Ms. Carrll served as the Directr f Prfessinal Services & Educatin fr PayScale. Befre her wrk at PayScale, Stacey spent ver 12 years in varius psitins within Human Resurces fr Trendwest Resrts, Nrdstrm, and Western Washingtn University. Stacey Carrll, SPHR, CCP She earned her BA and MBA frm Western Washingtn University. Stacey has been certified as a Senir Prfessinal in Human Resurces (SPHR) and as a Certified Cmpensatin Prfessinal (CCP). In additin t her regular full time respnsibilities, Stacey has taught HRM classes fr Western Washingtn University, Seattle Research Partners, and Tacma Cmmunity Cllege.

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4 Agenda The imprtance f well-written gals Hw t write SMART gals Teaching thers hw t write gals Hw t evaluate perfrmance against gals Questin & Answer

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6 Of all the things that cntribute t a happy wrkday, the ne thing that stands ut frm my research is making prgress n meaningful wrk. Feeling like yu are able t mve frward n a daily basis engender real jy. Teresa M. Amabile Harvard Business Schl Prfessr Authr f The Prgress Principle

7 Drive Results Reliably Differentiate Emplyees Imprve Individual Capability/ Perfrmance Effective Gal Setting Reward Best Practices Prvide a Basis fr Emplyee Develpment Meredith Wallace at Thiess Australian Mining

8 The imprtance f well-written gals Engagement Sense f belnging Independence Mtivatin Self-mnitring Self-crrectin Objective Perfrmance Measure Over-cme bias Challenge ur assumptins

9 Tips t Make Gals Meaningful Remember: Meaningful gals. Challengeand Stretchthe emplyee. Supprt achievement f wider bjectives. Fllw the SMART framewrk. Are (ideally) Outcme Fcused, nt Activity Fcused. Meredith Wallace at Thiess Australian Mining

10 A SMART Gal Makes Expectatins Clear Specific Wh? What? Where? When? Hw? Measurable What des success lk like? Are defined measures attached? SMART Achievable Are the required resurces available? Des the gal stretch the emplyee t maximize his/her capabilities? Relevant Is the gal in line with the Department/ team/rganizatinal gals? Timely What is the timeline fr cmpleting the gal? Meredith Wallace at Thiess Australian Mining

11 Activity Fcused vs. Results Fcused Examples f activity based gals Pst all jbs within 48 hurs Answer all emplyees inquires within 24 hurs Achieve 95% respnse rate n exit interviews Ensure all new hires participate in NEO within 2 weeks f their start date* Examples f results-fcused gals Imprve the acceptance rate f ffers by 10% Imprve net prmter scre fr HR by 2% Analyze unwanted emplyee turnver and prepare 2 prgrams t reduce unwanted emplyee turnver by mre than 5% in 2014 Achieve a 90% satisfactin rating frm hiring manager and new hire at the 90-day mark.

12 Sample Ineffective gal: Keep benefit csts lw Effective gal: Wrk with benefit brker t develp three different benefit chices fr 2014 that will lwer verall benefit csts by 5%. Present ptins t Executive team tw weeks in advance f the budget deadline.

13 Teaching Others Tell me, shw me, watch me Highlight SMART Start with re-writing first Start in ther areas/thers jbs first Practice makes perfect Fcus n a few well-written gals ver a page f prly written-gals

14 Evaluating Perfrmance Against Gals Gals were achieved Were the gals apprpriate? Did the gals achievement lead t the results we wanted? Gals were nt achieved Were their circumstances beynd the cntrl f the individuals? Were there system limitatins in getting results? Did the gals f the cmpany/department change? Were gals in cnflict with ne anther? Were the gals in line f sight? Were their skill r learning gaps t achieving the gals? Did smene get in the way f anther achieving the gal? Was the timeframe unrealistic?

15 Final Thught Perfrmance management startswith gal setting, it desn t end with gal setting. I challenge yu t make sure that yur managers/leaders are establishing clear gals fr yur emplyees within 30 days f their hire date.

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17 T learn mre abut imprving the perfrmance management prcess at yur rganizatin visit: call