To set employee performance goals, you should consider the employee's current position, utilize the SMART framework and then provide an example. Employees all have different work experience and skill levels, meaning that goals can vary amongst individuals.
- Consider the employee's current position
Is the employee a new or experienced hire? Is there a promotion opportunity available for the employee? The current status of the employee dictates how the goals are defined. You should consider learning and acclimation the first priority for less experienced employees. In contrast, with more experienced individuals, you should emphasize the next measures required to obtain a promotion.
- Utilize the SMART framework
The SMART framework is a standard that managers follow when drafting employee goals. This framework includes goals that are specific, measurable, attainable, relevant and time-sensitive. You should utilize this framework to develop goals that are clearly defined and that can be gauged at any given time. In addition, the goals should relate to the specific employee's position and have a built-in time period for achievement.
- Provide an example
Goals usually offer a method or process of improvement. You should consider a previous work product of the employee and then incorporate the newly-defined goals into this product. In other words, you should explain how the employee could have completed the original work product with the incorporation of the new goals. For instance, a writer may not have included enough sources in his original work, therefore, the new goals would require that additional sources be cited. This approach provides a specific guideline for the employee going forward.