CHAPTER 6.

4
USING GOALS
AND
OBJECTIVES
Goals, Objectives, and Performance
Reviews

PERFORMANCE
EVALUATION/REVIEWS
- Constructive process to acknowledge employee’s performance
Goals, Objectives, and Performance
Reviews
Goals, Objectives, and Performance
Reviews
Help employees
understand what’s expected of them.
Goals, Objectives, and Performance
Reviews
Help employees
understand what’s expected of them.

Opportunity
To better understand the
employee’s strengths and
motivations.
Goals, Objectives, and Performance
Reviews
Help employees
understand what’s expected of them.

Opportunity
To better understand the
employee’s strengths and
Helpful feedback motivations.
To employees for
improvement.
Goals, Objectives, and Performance
Reviews
Help employees
understand what’s expected of them.

Opportunity
To better understand the
employee’s strengths and
Helpful feedback motivations.
To employees for
improvement.

Give objective reviews

Based on standard metrics
Goals, Objectives, and Performance
Reviews
Help employees
understand what’s expected of them.

Opportunity
To better understand the
employee’s strengths and
Helpful feedback motivations.
To employees for
improvement.

Plan
For employee’s future
Give objective reviews
Based on standard metrics
Goals, Objectives, and Performance
Reviews
Help employees
understand what’s expected of them.

Opportunity
To better understand the
employee’s strengths and
Helpful feedback motivations.
To employees for
improvement.

Plan
For employee’s future
Give objective reviews
Based on standard metrics
Goals, Objectives, and Performance
Reviews
Goals, Objectives, and Performance
Reviews

“Goals and objectives are a critical component of effective performance

evaluations.”
Performance
Evaluation PRO CON
They provide a document of
employee performance over a
S S  If not done right, they can create a
specific period of time. negative experience.

Performance appraisals are very time

They provide a structure where a
consuming and can be overwhelming to
manager can meet and discuss
managers with many employees.
performance with an employee.

They allow a manager the opportunity to

provide the employee with feedback about their They are based on human assessment
performance and discuss how well and are subject to rater errors and biases.
the employee goals were accomplished.

They provide a structured process for an

Can be a waste of time if not done
employee to clarify expectations and discuss
appropriately.
issues with their manager.

They can motivate employees if supported by a They can create a very stressful
good merit increase and compensation system. environment for everyone 
involved.
Your Performance
Reviews
Prepare for an upcoming
performance review.

What should you do if you get a

poor review?

What should you take away from a

performance review?
 Best Practices
Decide what you are hoping to achieve from the system

Develop goals and objectives that inspire, challenge, and

stretch people’s capabilities.

Ensure you have commitment from the top.

Ensure that all key staff are involved in the development of the
performance management processes from the early phases.

If the performance management system is not linked to salary, be

sure employees are aware of it.
Provide additional training for supervisors on how to conduct the
midyear and year-end performance reviews.

Plan to modify the performance management system over time,

starting with goals and objectives, to meet your organization’s
changing needs.