{"id":1523,"date":"2013-08-24T15:19:30","date_gmt":"2013-08-24T22:19:30","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=1523"},"modified":"2013-08-24T15:19:30","modified_gmt":"2013-08-24T22:19:30","slug":"how-to-use-performance-goals-to-drive-employee-engagement","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/how-to-use-performance-goals-to-drive-employee-engagement\/","title":{"rendered":"How to Use Performance Goals to Drive Employee Engagement"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.targets.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-1526\" alt=\"performance.targets\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.targets.jpg\" width=\"317\" height=\"211\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.targets.jpg 800w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.targets-300x200.jpg 300w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2013\/08\/performance.targets-480x320.jpg 480w\" sizes=\"(max-width: 317px) 100vw, 317px\" \/><\/a>Who gets excited about being told what to do? Not many of us.\u00a0 We all want to participate in conversations that impact our work life.\u00a0 One opportunity to engage employees in a conversation about work is to mutually develop performance goals. Performance goals can provide direction and motivation to employees, providing measurable targets on which to focus.<\/p>\n<p>Performance goals are most effective when they are established <span style=\"text-decoration: underline;\">with<\/span> employees, not <span style=\"text-decoration: underline;\">for<\/span> employees. If the employee has not participated in the establishment of the goals assigned to him or her, buy-in is unlikely. Involving employees in the goal setting process is a critical step to engaging employees in their work.<\/p>\n<p>Here are some tips for developing goals on a mutual basis with employees:<\/p>\n<ul>\n<li>Find a time when you and the employee can discuss future goals without interruption.\u00a0 The goal setting discussion should be held in private, face-to-face, without distractions or disruptions.<\/li>\n<li>Each party, the employee and the manager, should bring a few possible goals to the table.\u00a0 If both the manager and the employee bring a few goals <span style=\"text-decoration: underline;\">in writing<\/span>, the conversation can focus on those concrete ideas. It is important that the proposed goals are written.\u00a0 If they are ideas in your head, they are less \u201creal\u201d and less likely to be clearly communicated.<\/li>\n<li>Focus on common themes, rather than on differences.\u00a0 The employee may have a new idea about the job that you\u2019ve not considered.\u00a0 Likewise, you may have expectations or ideas for the employee that might take them by surprise.\u00a0 Be prepared for new ideas.\u00a0 Enter the meeting with an open mind and encourage the employee to do the same.<\/li>\n<li>Write SMAART goals.\u00a0 The goals that you and the employee agree upon should be Specific, Measurable, Attainable, Agreed Upon, Realistic, and Time-oriented.<\/li>\n<li>Create a final document that lists the goals that you both agree upon.\u00a0 This document, a list of goals for the coming year, will provide the road map for future discussions with the employee about their progress and performance. Print this list of goals on brightly colored paper so that it can be easily found and referred to frequently.<\/li>\n<\/ul>\n<p>Setting mutually agreeable goals with employees should be a positive and productive process.\u00a0 It should allow you both to share your hopes and ideas for the future.\u00a0 Setting goals at least annually, if not more often, will lead to higher levels of performance that is aligned with the agency\u2019s goals and more motivated public employees.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Who gets excited about being told what to do? Not many of us.\u00a0 We all want to participate in conversations that impact our work life.\u00a0 One opportunity to engage employees in a conversation about work is to mutually develop performance goals. Performance goals can provide direction and motivation to employees, providing measurable targets on which [&hellip;]<\/p>\n","protected":false},"author":59,"featured_media":1526,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[69,61],"tags":[],"class_list":["post-1523","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips","category-resources"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Use Performance Goals to Drive Employee Engagement - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/how-to-use-performance-goals-to-drive-employee-engagement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Use Performance Goals to Drive Employee Engagement - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Who gets excited about being told what to do? Not many of us.\u00a0 We all want to participate in conversations that impact our work life.\u00a0 One opportunity to engage employees in a conversation about work is to mutually develop performance goals. 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