Why performance goals are important?
Parent Post
It can be overwhelming
It can be overwhelming to look over an entire year’s work and try to figure out how to make it better, but there’s a pretty good chance you’ll be asked to do just that.
Goal setting can be one of the most powerful activities you do this year. To help you get over the jitters and come up with some goals that actually help move you forward, check these out.
Manage your time more
Manage your time more effectively
Being more focused and productive is always a great goal to move towards, and it’s something nearly all of us need to work on.
You’ll need to think carefully about what increased efficiency would look like in your role, how you’ll track it, and how it will benefit the team.
If you currently spend two hours per day on email, aim to limit that to one hour per day or reduce how many times you check it. The benefit is that this provides you with more time to focus on your actual work.
Here are some skills
Here are some skills that contribute to emotional intelligence:
- Watch for opportunities to offer support to team members.
- Offer to help mediate a conflict.
- Share your experience with a struggling team member.
- Provide positive feedback and encouragement to coworkers.
Crush your goals and
Crush your goals and build a better you next year
Setting goals is tough. Setting detailed, specific, actionable goals can be downright brutal.
However, few things have as much potential to transform your mindset, daily work, and yearly progress as a great performance goal. Take some time to think through your own goals and get into the nitty-gritty.
Your boss will be impressed—but more importantly, you’ll be ready to grab the future by the horns and show it who’s really boss. Go get ‘em!
Learn something new This
Learn something new
This is an excellent way to improve your own knowledge and ability, and it can easily be translated into improved performance for everyone.
Also, make sure to set time aside and stay on track with any classes or exams needed for the certification.
To show your manager that you’re a certified go-getter, have an idea of the specific certification. Cost and time frame are also good to know in advance.
Finally, have an idea of how the certification will benefit you or the team.
Why performance goals need
Why performance goals need to be crystal clear
It might be obvious what your goals are: you want to get that raise, get that promotion, not get fired—a broad, vague thing that moves your career forward in some way.
These goals are too broad and nebulous to start taking clear actions on.
Goals should be clear, specific, measurable, and actionable.
They should be broken down small enough to where you can jump right in but still be big enough to move the needle forward on your career as a whole.
Speak up more in
Speak up more in meetings
Meetings are tough. It can be hard to put yourself in the spotlight, even for the most confident among us. With the rise of Zoom, it’s easier than ever to fade into the background.
Speaking up more is a fantastic goal to set, and it’s easy to track and measure progress.
You can start by aiming to contribute something to each meeting you’re in that week, like asking for simple clarification or saying hello.
As you gain comfort, you can kick it up a notch by offering opinions and answering questions.
Work on your emotional
Work on your emotional intelligence
Emotional intelligence is defined as the ability to understand and work with emotions, both within yourself and with others.
The ups and downs of the last couple of years have made people generally more sensitive to the health of their work environment, and poor emotional intelligence can be one of the biggest causes of a toxic workplace.
The SMART system for
The SMART system for goal setting is a fantastic way to get started.
- Specific: The goal makes it clear what will be accomplished, who will accomplish it, and how.
- Measurable: The goal is something that can be measured and tracked.
- Achievable: Your goal should be something you can actually realistically accomplish.
- Relevant: There should be a solid reason behind your goal.
- Time-Bound: When will the goal be completed? Next quarter? Next year?
It is possible to
It is possible to set a clear, measurable goal, even if you’re on a knowledge team with projects that are anything but clear and measurable. Let’s look at four examples of performance goals you can try next quarter.