I was shocked to find that some leaders don’t take goal-setting and performance reviews seriously. Instead, it’s considered a formality or something done because it is “required”. Once a year, managers and employees meet to discuss goals that were forgotten a week after they were set and never revisited throughout the year. Two signatures later, they return to what they were doing.
Proper goal-setting is so important because it sets realistic expectations for performance and prevents employees from ever being confused about what they need to accomplish next. Every day, employees should refer back to the goals and use them to plan out the day. And managers should have regular conversations with employees on what goals are working, what goals are not working, and what goals need to change.
Essentially, this is a performance review spread throughout the year. Then, when it comes time for the actual performance review, there are no surprises. This places focus not on the “final exam”, but on the daily tasks that employees do to make progress toward each of the goals.
So meet with your direct reports regularly and have conversations focused around goals with the perspective that you are there to do whatever you can to help them meet those goals. You are the coach; they are the athletes. And by setting those goals and making daily progress, nothing can stand in the way.
“Success isn’t owned — it’s leased. And rent is due every day.” – @JJWatt
Filed under: Accountability, Assisting, Behavior, Direction, Expectations, Feedback, Focus, Goals, Growing, Growth, Leadership, Learning, Listening, Managing, Partnering