5.12 Solutions
Management
Series:
Developing Performance Goals and Standards
“Sometimes it seems as if my team is in a tug of war with itself over its goals and roles. When I bring everyone together to talk about it, we all seem to share the same understanding of what needs to be done and why, yet everyone still seems to be doing his or her own thing and not really pulling together. As a result, we’re losing focus and missing deadlines. What can I do?”
It’s always easy to talk about vision, mission, strategy and goals; however, it’s also almost impossible to expect your team members to do their jobs in a way that really aligns with organizational goals unless they have a well-defined process that you implement.
That alignment is best accomplished through the establishment of a SMART-based performance standard. What’s a SMART standard? It’s one that’s Specific, Measurable, Attainable, Results-oriented, and Time-framed.
Developing Performance Goals and Standards (DPG&S) provides the tools necessary to align the individual with the performance requirements of the organization. With its focus on logical processes and reasonable commitments, DPG&S can help even experienced managers build a more effective process for goal creation, clear work standards, and better job performance. By using SMART with their team members, managers demonstrate their commitment to an open and consistent performance improvement process.
Developing Performance Goals and Standards helps managers learn the SMART system. Throughout the workshop, they will review video presentations and case studies, participate in group discussions, practice new skills, and receive immediate feedback. Managers will leave with implementations tools, troubleshooting guides and additional resources to help them with on-the-job application of the skills they have learned.
The 4-5 hour workshop is designed for 6-18 participants
and includes the following:
• Defining goals, objectives and performance standards.
• Identifying and setting performance standards that are SMART.
• Involving team members in creating their own individual performance
standards.
• Negotiating with team members to develop effective SMART-based performance
standards.
• Monitoring team members’ progress toward their goals by holding individual
review meetings.