Periodic performance reviews are a benefit to both corporations and the employees that work for them because they provide documentation that can be used as the basis for determining who should be promoted or fired, how employee morale is holding up and how the overall organization is performing. Although performance goals vary based on individual employee job descriptions, they should all follow the SMART methodology, which suggests that they be specific, measurable, attainable, realistic and time-framed, according to Career-Intelligence.com.
Inevitably, every employee could benefit from some sort of job-related training during the course of her career. From time management to computer skills training, taking the time to enhance one's skills should lead to an improvement in daily tasks and a positive performance review. An example of this type of goal would be: "Attend two leadership-focused seminars this year."
Supervisors need some way of measuring employee productivity and offering incentive to sustain momentum. Performance goals can center around productivity in many ways. For example, an employee who works in manufacturing can have a goal that has to do with assembling a certain number of gadgets per day. A sales representative can have a goal that dictates how many sales calls are made per day or week. An example of a goal for a financial officer is: "Report a profit margin of no less than 10% for the current fiscal year."
According to NWLink.com, time lines help establish priorities for the tasks that have been set as performance goals. Missing deadlines can jeopardize the success of a project--and even the overall health of a business by adding cost to the budget and tarnishing relationships with clients. NWLink.com's example of this type of goal is: "The shipping rates will be obtained by May 9."
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