Common performances goals include average wait time for calls, average numbers of complaints or commendations, or the reduction of monetary loss due to theft. Performance goals are specific and measurable tasks that help hold employees accountable for their actions in the workplace.
The type of performance goals that a company sets for its employees largely depends on the industry, the type of employment an individual or group has and the level of employment that an individual is at. Performance goals should be a part of the goals of the organization as a whole, but must be specific to the individual employee for the best results.
Many businesses use a set of criteria referred to as the SMART model to implement performance goals for their employees. SMART is an acronym that stands for five key terms: Specific, Measurable, Attainable, Relevant and Time-Bound. These five criteria are all factors that can be used to determine performance goals for employees.
Specific goals are directly applicable to an individual’s role in a business and lay out exactly what the goal is, such as a decrease in customer complaints. Measurable goals are directly measurable through data. Attainable goals are realistic for the business and the employees, while relevant goals are important to the operations of the business as a whole. Meanwhile, time-bound goals must be completed within a set period, such as by the end of the quarter.