When writing goals for an employee's performance appraisal, it's important to understand and review the work that the employee was assigned to do. Find out why coming across as competent is important when writing goals for employee appraisals with help from a certified personnel consultant in this free video on human resources.
Hi, my name is Pat Goodwin with Pat Goodwin Associates. I'd like to visit with you how to write employee goals for performance appraisals. If you are in the management position and you would like to write performance goals for your employees, first of all, you need to have a clear understanding and review the work that this individual is assign to do. Make sure that you are clear about what has the expectations been set and then are you aware of any additional responsibilities that have been given to that individual that's not necessarily on their official job description. So preparing the appraisal and performance goals for the appraisal, you would want to research and make sure that you are come across to someone who is competent and is up to speed and actually know what your employees are doing. So that's the homework that is imperative that you as an employer or the manager should do. And then once you have the appraisal back, are you are looking at the work and maybe you're the only one assessing their work, then you're going to look at, "can they do the job"? In other words, do they have the competency to do the job and the skill set to do the job"? "How have they performed the job"? In other words, can they do the job and are they doing the job? And then what is their fit within the organization? What is their personality? What is their attitude? Have they been on time? Are they dependable? Are they resourceful? So you're looking at three areas of work; can they do the job, their competency; are they doing the job and what is their fit in the culture or the organization or in your team? Once you've made that assessment, then you would want to look at the positive attributes that that employee makes. I would encourage you to go over those with the person first and then begin to think about how you can write a work performance improvement plan for that individual if that'd be necessary. So the areas of concern will be listed on the appraisal. Then you would want to thank the person for the work they've done and then list the areas that you can see that they need to improve in. There could be some evaluations that you've gotten back on this employee, there could be some assessment that's been given for you to review the appraisal and the performance review based on the feedback that you've gotten from that assessment; so once you get all of that information together and have the conversation with the employee, you're being competent to have that conversation, you're being well-thought out and planned to, to talk to them about goals that they need to set for improvement, is going to demonstrate to them that you have their best interest at heart, that you want to see improvement, that you have faith that they're going to improve and it's motivating for them to say, "I've done this well, but I need to improve here". Then you need to get a commitment and a time frame where you can get back with them so they can set small whim winds to show improvement and then keep to your word about setting that time table and putting that time table in place and getting back with them so you can see a remarkable or significant improvement in their performance.