What Are the Best Tips for Setting Business Objectives?

Work goal setting is an assessment method that measures some of the relatively long-term, process, and auxiliary key tasks that are difficult to quantify. The main tasks that employees should complete during the assessment period and their effects. At the end of the assessment period, supervisors and leaders will evaluate the scores based on the goals set.

Job goal setting

For the staff of some functional departments, their work plays a vital role in the overall success of the company, but it cannot be measured by performance quantitative indicators. In this case, the value of work goal setting lies in:

1. Provides an objective basis and comprehensive metrics for performance management to make up for

1. Clear and specific: There are clear and specific results or results.

2. Measurable: Measurement can include quality, quantity, timeliness, or cost, or it can be transformed through qualitative ranking.

3 Mutual recognition: superiors and subordinates recognize the goals set.

4 Achievable: Both challenging and achievable.

5. versus

1. Position analysis ability:

1. The design of key performance indicators should follow the same principles, but focus on areas that are not easy to quantify.

2. The goal of functional personnel is to

The evaluation of the accomplishment of work objectives is different from the assessment of key performance indicators. It does not draw accurate performance results based on ready-made statistics of production and operation. The evaluation level is used to measure the work performance of the person being evaluated. It is based on the completion of each key work target of the object to be evaluated, and the corresponding level of work performance is determined. It can be divided into three levels (also can be based on

1. Understand the company's development strategy and annual

1. The company's decision-making department is responsible for determining the company's development strategy and annual production performance plan, reviewing and approving the work responsibilities of various functional departments; participating in the formulation and approval of the setting of work goals and measurement standards; and reviewing and approving the assessment methods.

2. Each department is based on its own

1. Communication with the target of the superior department: let employees know the performance indicators or targets of the superior department

2. Training: Organize a training to tell employees the methods and principles of goal setting.

3 Employee self-defined goals: let employees set their own goals after they have mastered the design goals

4 Managers and employees discuss goals:

First of all, the importance of employees' participation in the setting of work goals is emphasized, and it is the employees themselves who tell employees to ultimately strive to meet or exceed the work goals.

Introduce the two major contents to be discussed. Performance goals and ability choices help employees understand the two steps that emphasize the link between "what to do" and "how to do it." Before moving on to the next step, ask employees if they have anything to discuss in this meeting to express your interest in employee opinions

Discuss each goal item by item, guide employees to list all important performance areas and measurable goals and get employees' commitment.

The two parties will discuss each listed goal and complete the goals of the superior department and the company's overall goals. This will help employees recognize the connection between their work and the company to strengthen his / her investment in goals after the meeting.

Express confidence in employees reaching those challenging goals to build employee confidence and commitment to accomplish challenging goals.

Solicit opinions from employees. Throughout the discussion, solicit opinions from employees from beginning to end, seek concerns about completion and completion of goals, and confirm that employees have a clear understanding of the goals. Discuss and recognize the resources and assistance needed to achieve the goals. Employees will have a clearer understanding of the resources and assistance needed to complete their work.

Discuss how to track each goal and time for the next review.

Confirm the final goal.

Ask the employees to reorganize the goals after the discussion between the two parties. This is an opportunity to reconfirm whether the employees have clearly understood the goals, and at the same time let the employees realize that this is their own responsibility.