It's the most wonderful time of the year!!! Typically, in Q1 companies will send out notifications that it's time to create performance goals. No matter how you feel about performance goals we all need some form of tracking method. I'm working on creating my goals, so this blog post will be right on time for savvy professionals that want to be ahead of the game. My goals will cascade down from my manager's goals. I recommend printing out and studying your managers goals to formulate your goals. Your manager will have some recommendations as to what your performances goals will be. These goals will align to higher departmental goals.
Performance and development goals are very different, here are some key take aways to be aware of.
Performance Goals:
- are aligned to higher departmental goals
- are appropriate to your level of position
Development Goals:
- are learning oriented
- support high level of performance to current role and future career growth
Using the SMART Method for creating your goals is a helpful tool to simplify the task. Savvy professionals know that each of their goals should be (S)pecific, (M)easurable, (A)chievable, (R)elevant, and (T)ime-based. The greatest takeaway is developing the Goal Statement. Here is an example of a performance goals.
Example:
Goal: Redevelop recruiting standards and best practices
Goal Statment: Create a recruiting playbook in order to equip the team with streamlined processes and procedures to establish recruiting consistencies for the department by the end of Q3. Weekly touch base meetings and review sessions will ensure that the playbook is aligned to departmental and organizational best practices.
Developing your goals will take some time and may include revisions because that's just how corporate cultures operate. Buddy up with a co-worker and help each other create a framework or word document to draft your goals. Collaboration is a recommended way to when brainstorming your goals and ideas.
Welcome to the Posh way of life!
