Category Archives: Performance Objectives

How to Encourage Your Staff to Write Performance Objectives

Do you need to encourage your staff to write their own performance objectives? I was recently sent an email from Learning and Development Manager asking me how she can involve staff in writing their own performance objectives. Here’s what she wrote; A lot of information from your site is addressed at managers and I wonderContinue Reading

Performance Objectives, ‘Theory X’ and ‘Theory Y’

What have performance objectives got to do with theories about management style? Quite a lot, I think, as I was reminded when I came across some work I’d written some years ago which included reference to the late, great management professor Douglas McGregor and his ‘Theory X and Theory Y’ work on management style Here’sContinue Reading

Achieving Performance Objectives: Using an Activity Check Exercise

Are you (or your team) struggling to meet your performance objectives? Are you puzzled as to why? Some time ago I worked with a team who were struggling to meet their performance objectives. After doing some talking and thinking we discovered that: a) They were working as hard as they always had b) They wereContinue Reading

Using Performance Objectives for Managing Upwards

Are you working for a manager who doesn’t actually – err – manage? A manager who doesn’t use performance objectives (or anything else for that matter) to explain what they want from you? A manager who doesn’t seem to know what you do all day? Frustrating isn’t it? I often ask people ‘what do youContinue Reading

Setting Successful Performance Objectives

Today’s blog post is from leadership consultant, coach, trainer and speaker Duncan Brodie of Goals and Achievements. In this guest blog post Duncan offers his perspectives on setting performance objectives based on his own experiences and from working with his clients. As a leader and manager one of your key responsibilities is to make sureContinue Reading

Improving staff motivation by recognising staff as ‘valued contributors’

Are the managers in your business looking for ways to improve staff motivation (and improve how hard their staff work!)? A recent Globoforce report, Workforce Mood Tracker September 2011, states that 69% of respondents say that they would work harder if they felt that their efforts were better recognised. Their research also uncovered several themesContinue Reading

Example Objectives: Performance Management

Improving Performance Management: Example Objectives I’ve often been asked by Senior Managers, HR and Learning professionals ‘how can we encourage the managers in our business to be more effective at performance management?’ My first question is always ‘have you described to these managers what you mean by effective performance management?’ Very often the answer isContinue Reading

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

  In 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. AsContinue Reading

5 Great Reasons for Using Performance Objectives

  Ok, it’s true, I’ve written a lot about performance objectives. Why? Because, as a management tool, they really bring home the bacon. Performance objectives help you get the results from your employees that you need – and much more. So here’s a quick reminder of 5 great reasons why these objectives should be partContinue Reading

Management by Objectives: Too ‘Old School’ as a management technique?

Management by Objectives: Still a valid management tool? Are the managers in your organisation reluctant to use performance objectives, as a way of improving staff performance and satisfaction? Is it because they see ‘Management by Objectives’ as an old model of management – too ‘old school’? Do they say things like • Shouldn’t we haveContinue Reading