It also involves checking if the employee is implementing his duties as per the rules, norms and regulations laid down by the organization. An annual performance review helps not only the employer, but also the employee.
It shows him where he needs to improve and also what his strong points are. But in order to get the desired performance, it is imperative that the employee have a set of goals which he should aim to achieve. Here are some pointers on how you can set performance review goals to ensure excellent performance.
How to Formulate Performance Review Goals
Setting goals for a performance review is one of the easiest ways towards achieving set targets, performing as per the requirements of the organization and also towards a positive and flattering performance review. Here are some steps that you can take in order to set some realistic goals for yourself, so that you breeze through your performance review.
- Which are the areas that you are appreciated in the most? What are your shortcomings?
- Where do you think you need to improve?
These are questions that you need to answer yourself before thinking about the review. Once you know your own strengths and weaknesses, it becomes much easier to establish goals to achieve for yourself.
- Go through them and check what are the areas that said had scope for improvement.
- Have you improved in those areas?
- Which are the areas that you are good at and can focus on?
- Have you given due attention to those areas?
- How much has your performance improved, quantity wise and quality wise?
- Has it increased or decreased?
All this information is readily available in your previous performance reviews. Use them to formulate goals and objectives for your next one.
- Ask your colleagues about what they think are your strengths and weaknesses.
- Ask them what they think you can do to improve your current performance.
- Ask them for tips and pointers that will help you enhance your performance manifold.
The same questions can be asked to your superiors who do not participate in your performance review. They can definitely help you out with some valuable inputs on how you can improve.
Now comes the task of compiling all this data together, going through it in a detailed manner and formally formulating your goals for your performance review.
Note down important points that have been mentioned by a majority of people and make those your first priority. Then, proceed with setting the other goals and objectives, based on which you will be able to perform better.
When you set performance goals, you need to see to it that they are realistic. You are the best judge of your ability and hence, only you know how much of what, and how well you can do it in a fixed period of time. Setting unrealistic goals will only lead to further under-performance and disappointment. So be realistic and you're sure to perform well.