Although many organizations use robots in processes, people cannot be totally left out, so it is necessary to improve so that their productivity increases and waste is avoided. That is why we will see what the process of effective performance feedback and goal setting and goal setting is.
What is goal setting and goal setting and how to do it effectively?
People are influenced by what they hope to achieve in the future. This entails setting goals or objectives that people set based on what they want to do and achieve. Organizations also set strategic goals for managing the performance of people, economics, the market, etc.
The challenge for managers is to match the goals of the organization with those of the staff. In this regard, it is interesting to learn the theory of goal trajectory leadership and its principles.
So what is the effective goal setting and goal setting process? The Japanese have the philosophy “I will do my best”. We want our collaborators to apply it. A good goal helps us focus, develop performance strategies and not give in to obstacles but rather persist and overcome failures. We want staff to feel motivated and engaged; To be effective, we must meet the following requirements:
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That they be specific and measurable goals: that they be precise and understandable in all their dimensions. Several questions are involved here as well: How much do I want to get? How long to reach it? What resources do we have to achieve it? How many staff should I involve?
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They should not be unattainable: Think: Is it really possible to reach it? What resources and tools do we have? Sit down with your team and outline the procedure to follow to achieve them. One detail: employees surrounded by restrictions and lack of resources will be frustrated even if they have the desire and the skills. This will lower your level of commitment to achieving goals.
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Relevance of the goals: There are goals that are closely linked to the company’s strategy: Is this change necessary? How important is it and who does it affect? Who will run it? Define that well and carefully with your team. Be realistic, see if you have the skills to meet the challenge. The goal must be in accordance with the general strategy of the company.
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That they be reviewed and reviewable: Here we go to the point of what is the process of effective performance feedback, since the exchange of ideas between supervisor and employee is vital. So keep reading.
What is the process of effective performance feedback?
Having set goals, many employees have expressed that they need to feel supported by their supervisor. So, the old semi-annual or annual evaluation models that emphasized the mistakes made to set new salary levels are left behind.
More effective performance feedback processes involve regular meetings to receive advice to help correct. But how to make them not be a source of annoyance and listen to you in a way that motivates?
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Sincerity is vital: When communicating poor performance, be direct, get to the point. But don’t shut up the good. When talking about the negative, remember: throwing a ball at the face is not the same as throwing it gently so that the other catches it.
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Earn the respect of your collaborators: “Words move but the example drags.” You are the team leader, so truthfulness is appreciated when we receive information and advice. “Do what I say, but don’t do what I do” makes your comments go unheeded.
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Focus on the behavior that harms the team, say: “When you do “this”, it makes me feel “this”. This way they will listen to you with more empathy. We recommend the article “How important is effective communication in the workplace”.
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Listen before you speak: Pay attention to what they say, opinions and suggestions. Go beyond just performance, see why. This way you will give effective feedback and create an environment of trust and respect. Think carefully before you speak. And when you speak, associate their comments and yours with precise objectives to improve or achieve and in certain periods.
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Track work performance: this way you will quantify how much progress has been made. And set incentives for your economic personnel, professional development or of another type.
Constantly applying these strategies will make the process of performance feedback and goal setting more effective, thus achieving the mutual benefit of the team. Needless to say, we will greatly appreciate your comments on what you read.
