Greetings,
Just as the compensation review concludes, the appraisal meetings would commence. Have you completed the annual goal-setting review? The top-down view sounds impressive on paper but falters in practice. Here's a goal-setting survey report by Gallup. Your situation is unique and may not bear any resemblance to this. However, the knowledge from the report might act as a point of reference for you moving forward. Please share how well these guidelines align with your organizational needs.
Here's an excerpt from the report:
A lack of clearly defined expectations is detrimental to the productivity of an organization. Moreover, it is nearly impossible for the organization to be credible in the eyes of its employees if it cannot clearly articulate what employees should be doing at work. So, what is the best way to communicate expectations to employees?
1. Describe what each employee is supposed to accomplish, not how he or she is supposed to accomplish it. Do not explain expectations as a process or set of steps; explain them in terms of the outcomes the employee needs to achieve to reach organizational goals.
2. Understand each employee's greatest strengths. Then, discuss how employees can utilize their unique strengths to meet expectations. This also helps managers grasp the specific ways an employee will deliver exceptional results. There is seldom only one way to complete a task. Allowing employees to leverage their strengths to achieve key outcomes can help them discover more efficient ways to meet expectations.
"It is crucial to comprehend your own strengths and how you can apply them to your job," says Helprin. "It assists you in mapping yourself and your team—someone may not excel in that, but they are highly proficient in this, and it is genuinely beneficial in understanding how to distribute the work. This makes you less likely to assign someone to the wrong job or burden them with responsibilities that are not in their areas of expertise."
Read the complete report: [Strength-based goal setting](http://gmj.gallup.com/content/152981/Strengths-Based-Goal-Setting.aspx?utm_source=google)
From India, Mumbai
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1872Just as the compensation review concludes, the appraisal meetings would commence. Have you completed the annual goal-setting review? The top-down view sounds impressive on paper but falters in practice. Here's a goal-setting survey report by Gallup. Your situation is unique and may not bear any resemblance to this. However, the knowledge from the report might act as a point of reference for you moving forward. Please share how well these guidelines align with your organizational needs.
Here's an excerpt from the report:
A lack of clearly defined expectations is detrimental to the productivity of an organization. Moreover, it is nearly impossible for the organization to be credible in the eyes of its employees if it cannot clearly articulate what employees should be doing at work. So, what is the best way to communicate expectations to employees?
1. Describe what each employee is supposed to accomplish, not how he or she is supposed to accomplish it. Do not explain expectations as a process or set of steps; explain them in terms of the outcomes the employee needs to achieve to reach organizational goals.
2. Understand each employee's greatest strengths. Then, discuss how employees can utilize their unique strengths to meet expectations. This also helps managers grasp the specific ways an employee will deliver exceptional results. There is seldom only one way to complete a task. Allowing employees to leverage their strengths to achieve key outcomes can help them discover more efficient ways to meet expectations.
"It is crucial to comprehend your own strengths and how you can apply them to your job," says Helprin. "It assists you in mapping yourself and your team—someone may not excel in that, but they are highly proficient in this, and it is genuinely beneficial in understanding how to distribute the work. This makes you less likely to assign someone to the wrong job or burden them with responsibilities that are not in their areas of expertise."
Read the complete report: [Strength-based goal setting](http://gmj.gallup.com/content/152981/Strengths-Based-Goal-Setting.aspx?utm_source=google)
From India, Mumbai
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Dear,
Very good information and experience at one of the Multinational Engineering companies, where the management was setting monthly goals/targets with high expectations but the machinery was of a very old version. Managers were not opposing the management, except for HR. HR intervened in the meeting stating that it is not possible with the present old machinery. At the end of the month, production personnel were seeking confirmation from management.
Everybody should be well aware of Man, Machinery, and Material, not only about Man. Then it is possible to set goals for every concern.
From India, Mumbai
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Very good information and experience at one of the Multinational Engineering companies, where the management was setting monthly goals/targets with high expectations but the machinery was of a very old version. Managers were not opposing the management, except for HR. HR intervened in the meeting stating that it is not possible with the present old machinery. At the end of the month, production personnel were seeking confirmation from management.
Everybody should be well aware of Man, Machinery, and Material, not only about Man. Then it is possible to set goals for every concern.
From India, Mumbai
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