Some of our clients have come to us for advice when their appraisals with staff aren’t working. Whilst there are a number of reasons why managing performance goes wrong, one of the most likely is poor objective setting.

So, what are the common pitfalls when setting objectives?

  • Not aligning objectives with business goals – not helping the business
  • Making them impossible to achieve – whilst it is good to stretch staff there is a limit
  • Conversely making them too easy – it is not motivating staff when you don’t help them reach their capability
  • Not identifying measurable assessment – how will the staff member, or you, know when the objective is achieved?
  • Contradicting objectives set for other team members – you need to get the whole team rowing in the same direction, not allowing individuals to swim against the tide
  • Unrealistic date or time setting – expecting something to be accomplished within unreasonable timescales, this can be too short as well as too far ahead
  • Not specific enough – creating very general statements without detail makes it as difficult for you as your employee
  • And one of my favourites – not actually setting objectives but rather an action list

As performance management is still a huge challenge for business this is a subject we will often revisit.

In the meantime, how are the objectives in your business shaping up?