Five (More) Great Reasons for Using Performance Objectives to Improve Employee Performance


employee performanceIn my blog ‘5 Great Reasons for Using Performance Objectives’ I outlined why performance objectives are such a brilliant management tool for; improving employee performance, improving employee job satisfaction, making monitoring employee performance much easier, making giving performance feedback more effective and why they are the corner stone of effective performance management. Phew. As if that wasn’t enough (!) here are 5 more reasons why performance objectives are a very cool addition to your management toolkit

5 More Reasons to Use Performance Objectives for Managing Employee Performance

Because they;

1. Help with employee recruitment

Many managers don’t realise how effective performance objectives are as a recruitment interviewing tool. Why? Because we can use performance objectives to get clarity on the ‘attributes’ or behaviours we need the candidate to demonstrate. Having real clarity about what attributes look like in practice (and using performance objectives is an easy way to get that clarity) means we can use focused questions that will give us the ‘evidence’ we want and need from the candidate – and seriously improve our recruitment success

(See and example of how to use performance objectives in recruitment interviewing HERE)

2. Help identify process improvements

Let’s say you have decided to use the performance objectives from my e-book ‘Instant Performance Objectives’ for ‘Managing employee performance’ with your team leaders. You know that these objectives are based on best practice research and that, in effect, they describe the process of effectively managing employee performance. So, you simply use the performance objectives descriptions to evaluate your current processes and then identify areas for improvement

3. Improve staff training

Here’s a neat idea. Let’s assume you want to train some of your employees in how to network more effectively. Let’s also assume you have clearly described what you mean by ‘networking’ using performance objectives. You could simply use the ‘Networking’ performance objectives as the objectives for the training session and then design the training to meet those training and performance objectives. Do you see how effective this would be in ensuring that learning from the training transfers into the workplace?

(See an example of using performance objectives as training objectives HERE)

4. Make tricky career development discussions much easier

Here’s a scenario you might have encountered. Your employee wants to talk about promotion to the next level. You think they need to develop their skills more before they can gain that promotion. How do you tell them? Here’s a neat way to approach that conversation

• Step One: Describe what good performance looks like at the next level using performance objectives

• Step Two: Ask the employee to evaluate themselves against the performance objectives (and give your feedback)

• Step Three: Evaluate the gaps between where they currently are and where they need to be

• Step Four: Identify and agree a development plan

(Read more on how to do this at “Performance Appraisal: How to say ‘I don’t think you’re ready for promotion, yet”)

5. Make managing employee performance much, much easier

Managing employee performance effectively takes time, skill and access to good management tools. I hope what I’ve managed to demonstrate in this article is how using performance objectives – and specifically how using the clarity they bring to a range of situations – can make your management job much, much easier


Do you want to read more about Performance Objectives?

performance objectivesWhy not take a look at my e-book ‘Motivating Your Staff with Powerful Performance Objectives’ – a step-by-step guide for managers, team leaders and supervisors who want to motivate their staff to high performance. More details HERE



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