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Writing objectives that produce results – part 2 | The performance management evolution

https://performanceevolution.wordpress.com/2006/04/26/writing-objectives-that-produce-results-–-part-2

The performance management evolution. April 26, 2006. Writing objectives that produce results part 2. Edit: you can find a more up to date version of this article here. Alright, let’s get straight into it. What I want to do is revisit the Provide good service to all customers objective from part 1. The first thing to recognize in Provide good service to all customers is that it’s an action, not an objective. So how do we re-write it as a SMART objective. First look at the organisation’s goals. Imagin...

Tips for measuring performance | The performance management evolution

https://performanceevolution.wordpress.com/2006/11/22/tips-for-measuring-performance

The performance management evolution. November 22, 2006. Tips for measuring performance. This question has been posted by a reader Sarfaraz for the article Writing SMART goals part 3. This article is very good and it helped me to make an objective for my Department. I wounder if you could provide me some tips to guage employee performance (specially field staff). We provides service by receiving calls from customer and try to provide service as soon as possible. Once again thanks for this article. Cost e...

12 steps to a great 360 degree feedback process | The performance management evolution

https://performanceevolution.wordpress.com/2006/07/11/12-steps-to-a-great-360-degree-feedback-process

The performance management evolution. July 11, 2006. 12 steps to a great 360 degree feedback process. Want to implement 360 degree feedback? Here’s my quick guide to make it happen. Step 1 what is the purpose of the feedback. Why do it in the first place? What do you want out of it? The answer to those questions will affect the way you set-up your 360 process, how you communicate about it with your people and how you review the process down the track. For example, here’s two common reasons:. To get them ...

How do you set objectives when there’s little clarity of business goals? | The performance management evolution

https://performanceevolution.wordpress.com/2006/10/09/how-do-you-set-objectives-when-there’s-little-clarity-of-business-goals

The performance management evolution. October 9, 2006. How do you set objectives when there’s little clarity of business goals? Smart organisations are looking to get their people closely aligned to their corporate goals. These organisations are more successful by getting everyone moving in the same direction. To achieve this, their managers need to take the goals of their organisation, division and unit into account when setting objectives for their team. Use a balanced scorecard approach. Goals that wi...

Writing SMART goals – part 3 | The performance management evolution

https://performanceevolution.wordpress.com/2006/05/11/writing-smart-goals-–-part-3

The performance management evolution. May 11, 2006. Writing SMART goals part 3. Edit: you can find a more up to date version of this article here. Of this article we looked at the definition of a SMART objective. In part 2. We turned the problem producing provide good service to all customers. Into new SMART objectives. There’s three things left to do that’ll make the new objectives work really well for you. On top of this they’ll help remove headaches come review time. They are. 90 92% = partially met.