Examples of good performance goals for office managers to set for employees include lowering the rate of absenteeism by 20 percent in comparison to the last year's record, boosting daily outgoing orders, reducing the amount of time customers have to wait for service, and retaining employees in a certain department. Office managers should set performance goals in a way that reinforces the company's visions and gives employees purpose.
One reason office managers should focus on reducing absenteeism as a performance goal is to help ensure employees remain productive and motivated. An unnecessary percentage of payroll expenses may be devoted to responding to employees who miss work due to stress, sickness or dissatisfaction. Performance goals related to productivity and performance should contribute to a single employee's values or those of an entire department or team. Employees should also understand how important accomplishing a productivity or performance goal is to the company.
Any performance-improvement-focused goals should include a method for reaching that goal, such as using surveys to improve overall customer satisfaction. Such goals can be both short- and long-term. It's best that office managers offer employees an occasional progress report on their goals so that they can gauge how well they're doing and if any changes need to be made.