Four ways to realign goals during an employee performance review

by on May 10, 2010 · 4 Comments POSTED IN: HR Cafe
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Goal alignment starts with open discussions during employee performance reviews

How sweet it is when, in an employee performance review, manager and employee agree exactly on what the latter’s goals for the coming period should be.

Unfortunately, that’s not always what happens. Sometimes, employees have unreasonable or off-target goals that a manager won’t want to encourage.

Here are a couple of Do’s and Don’ts for employee performance reviews you can pass along to managers for situations like these:

  1. Do ask employees to explain their career plans and their reasoning.
    What seems unreasonable at first may in fact make some sense.
  2. Do repeat what the employee said about his/her goals.
    Hearing them aloud may let the employee know something is out of kilter.
  3. Don’t be afraid to give your opinion when asked.
  4. Don’t assume your way is the best way.
    The employee may have goals that you wouldn’t set for yourself, but that still serve the best interests of the department and/or company.

Source: “Productive Performance Appraisals,” by Paul Falcone.

photo credit: josh.liba

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4 Comments on This Post

  1. May 4, 2011 - 10:36 am

    Performance reviews: Where managers go wrong

  2. May 4, 2011 - 10:36 am

    Performance reviews: Where managers go wrong

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