Goal Setting and Measurement

Synopsis

Effective goal setting and relevant, timely measures of performance are both critical to creating an environment in which people are highly committed. Unfortunately, in many organizations, goals and performance expectations are not clear, goals are not connected to overall company objectives and measures of performance are not effective. A variety of problems cause this breakdown: 

• Managers and employees often have different perceptions about what the employees are supposed to achieve.

• Goals and measures are focused on performing activities rather than achieving end-results.

• Goals are written for one department optimizing its performance while sacrificing the performance of another department, the whole process or the customers’ experience.

• There is a lack of understanding about what company objectives are in operational terms.

• Goals often compromise the values of the organization and thereby cause cynicism.

As a result, leaders must develop their skills to create performance expectations that are clearly connected to the "big picture" objectives of the company. They must also create measures of performance that both identify progress toward goal achievement and allow performers to learn and change as required. 

In short, goals and measures must support the corporate objectives and the company’s values, focus on providing quality results to both internal and external customers, and be outcome/result oriented.

Learning Objectives

At the end of this module participants will better understand: 

• The importance of defining clear goals
• The basic elements of corporate objectives
• The importance of aligning performance goals with the company’s core values
• The necessity of using visible, balanced measures reflecting established performance expectations
• Why performance goals and measures should be consistent with and support the performance goals and measures of other departments.

Participants will be able to: 

• Create measurable, clear goals focused on end-results
• Tie their group’s goals with organizational goals and customer requirements and expectations
• Establish balanced, visible measurements with their work group
• Incorporate "subjective" measures into the goal setting process
• Create performance goals within a six-step framework enhancing the effectiveness of your company’s overall performance.