objectives performance appraisal

1. Objectives performance appraisal
I'm often asked by clients if I will help them to clarify what being an effective people
manager looks like in practice (so that they can clarify their expectations with their managers
in order to improve performance in this area). Of course I work with those clients to help
them articulate what 'effective people management' looks like for their particular business.
However what I have learnt that when it comes to defining these behaviours, what looks like
effective people management in one organisation, looks very much the same in another,
irrespective of the size, culture, or industry. So what does it look like?
Here are five objectives which my clients have found work most effectively in helping them
clarify their expectations of their managers:
Performance objectives for managers
1. Agree clear performance objectives with your staff which define good performance for the
job
2. Agree and implement a range of monitoring methods which enable you to measure actual
performance against the agreed objectives. Encourage the staff member to self monitor
3. Hold quarterly review meetings with each member of your staff during which you:
• provide feedback on performance
• identify and agree upon areas for development
• invite feedback on your management skills and style
• discuss the staff member's satisfaction and agree any areas for improvement
4. Identify any areas of under performance, seek to gain agreement from the staff member to
improvement in performance, agree performance improvement strategies. Utilise formal
procedures accurately as necessary
5. Complete the organisations appraisal / review procedure to the standards and deadlines
agreed
Practical Action Options - How clients have used these objectives with their managers
a) Use the objectives outlined above as a start point or framework for developing your own
tailored versions
b) Explain the purpose and benefits of 'performance objectives for performance managers' and
ask your managers to develop their own
c) Work with your managers to assess any training, coaching, or support they need in order to
achieve the objectives
d) Embed the objectives into your current appraisal / performance review system and use
steps 2 - 4 to manage your manager's performance
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performance appraisal.