In This Chapter
Establishing SMART performance goals
Retooling your performance appraisal process
Building succession into the performance appraisal process
Are goals important? In a word, yes. If you don't believe me, consider that a simple web search for the word goals, minus hits pertaining to soccer, yields nearly 700 million results.
We agree, then, that it's essential to set goals. (After all, if you aim at nothing, you'll hit every time!) What's also critical is to measure performance against said goals. In this way, you ensure that employees “know the score” on an organizational level (see Chapter 15), as well as individually. This chapter discusses the ins and outs of setting goals and outlines a new approach to performance appraisals — one that's meant to engage!
I once had a neighbor who was consistently the first guy on the block to get moving each Saturday. By 7 a.m., he'd be outside cleaning his garage, trimming the hedges, scraping the paint from his deck, or washing his car. And yet, by late afternoon, he still wasn't finished. There ...