Streamline Training & Documentation: Sound Performance Objectives

Wednesday, May 24, 2006

Sound Performance Objectives

Most people have had at least some exposure to the concept of SMART performance objectives. There is more than one way to spell out the SMART acronym, but the one I find most useful is:

Specific — E.g., "resolve at least 95% of customer issues within 24 hours."

Measurable — As in the example above, it must be clear what level is to be achieved in order to satisfy the objective.

Attainable — Objectives should be challenging, but realistic.

Results-oriented — As opposed to input-oriented. I.e., "Get all the cows milked by 6 pm," not "Spend at least 2 hours in the dairy barn every afternoon."

Timebound — A deadline for meeting the objective is essential; dates for reaching intermediate milestones may also be appropriate.

It is important to recognize that there are criteria related to business effectiveness that must also be met in order to end up with a sensible set of performance objectives. That is why boss and employee should answer the following questions while discussing the employee's performance objectives for the coming year (or whatever other period applies):

What are the department/division objectives that the employee's objectives will support?

What are the major ongoing responsibilities of the employee's job that will be incorporated in the objectives?

What other job responsibilities will be significant priorities?

If the employee achieves the objectives under discussion, will he/she have added value to the organization's work?

How can the employee incorporate some of his/her developmental needs in the objectives?

Answering the above questions thoughtfully, testing proposed objectives against the SMART criteria, and identifying appropriate success criteria for each objective (e.g., "cleanliness is maintained throughout milking operations") will ensure a sound performance plan.

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Labels: Employee performance management, Management practices

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