Greetings,
Just as the compensation review gets over, the appraisal meetings would start. Have you worked through the annual goal setting review ? The top down view sounds great on paper, but fails in practice. Here's a goal setting survey report by Gallup. Your situation is unique and may not bear any resemblance to this. However, the knowledge from the report might acting as a point of reference for you to build there after. Tell us how far would these guidelines remain concurrent to your organizational needs.
Here's an excerpt from the report:
A lack of clearly defined expectations is detrimental to the productivity of an organization. Worse, it's almost impossible for the organization to be credible in the eyes of its employees if it cannot clearly articulate what employees should be doing at work. So what is the best way to communicate expectations to employees?
1. Describe what each employee is supposed to accomplish, not how he or she is supposed to accomplish it. Don't explain expectations as a process or set of steps; explain them in terms of the outcomes the employee needs to achieve to reach organizational goals.
2. Get to know each employee's greatest strengths. Then, discuss how employees can use their unique strengths to achieve expectations. This also helps managers understand the specific ways an employee will produce exceptional results. There is rarely only one way to accomplish a task. Freeing employees to use their strengths to achieve key outcomes can help them find more efficient ways to meet expectations.
"It's so important to understand your own strengths and how you apply them to your job," says Helprin. "It helps you map yourself and your team -- someone may not be good at that, but they are very good at this, and it's really helpful in understanding how to divide up the work. That makes you less prone to put someone in the wrong job or to give them responsibilities that don't fall into areas where they excel."
Read the complete report: Strength based goal setting
From India, Mumbai
1856Just as the compensation review gets over, the appraisal meetings would start. Have you worked through the annual goal setting review ? The top down view sounds great on paper, but fails in practice. Here's a goal setting survey report by Gallup. Your situation is unique and may not bear any resemblance to this. However, the knowledge from the report might acting as a point of reference for you to build there after. Tell us how far would these guidelines remain concurrent to your organizational needs.
Here's an excerpt from the report:
A lack of clearly defined expectations is detrimental to the productivity of an organization. Worse, it's almost impossible for the organization to be credible in the eyes of its employees if it cannot clearly articulate what employees should be doing at work. So what is the best way to communicate expectations to employees?
1. Describe what each employee is supposed to accomplish, not how he or she is supposed to accomplish it. Don't explain expectations as a process or set of steps; explain them in terms of the outcomes the employee needs to achieve to reach organizational goals.
2. Get to know each employee's greatest strengths. Then, discuss how employees can use their unique strengths to achieve expectations. This also helps managers understand the specific ways an employee will produce exceptional results. There is rarely only one way to accomplish a task. Freeing employees to use their strengths to achieve key outcomes can help them find more efficient ways to meet expectations.
"It's so important to understand your own strengths and how you apply them to your job," says Helprin. "It helps you map yourself and your team -- someone may not be good at that, but they are very good at this, and it's really helpful in understanding how to divide up the work. That makes you less prone to put someone in the wrong job or to give them responsibilities that don't fall into areas where they excel."
Read the complete report: Strength based goal setting
From India, Mumbai
Dear ,
very good information and experianced it one of Multinational Engg.,co. where the Mgt., was setting monthly goal/target with high expectation but the machinery was very old version. Managers were not opposing the Mgt., except HR, HR was intervene in the meeting that it is not possible with present old machinery and at the end of month production people were taking word from Mgt.,
every body should be well aware about Man,Machinery and material not only about Man.Then it is possible to set the goal for every concern.
From India, Mumbai
very good information and experianced it one of Multinational Engg.,co. where the Mgt., was setting monthly goal/target with high expectation but the machinery was very old version. Managers were not opposing the Mgt., except HR, HR was intervene in the meeting that it is not possible with present old machinery and at the end of month production people were taking word from Mgt.,
every body should be well aware about Man,Machinery and material not only about Man.Then it is possible to set the goal for every concern.
From India, Mumbai
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Goal-setting-gu ide_141.pdf
Goal Setting-varghes e-June10th-2008 .ppt