{"id":8990,"date":"2021-03-17T13:54:24","date_gmt":"2021-03-17T20:54:24","guid":{"rendered":"https:\/\/bwblogdev.wpengine.com\/?p=8990"},"modified":"2022-11-21T23:56:31","modified_gmt":"2022-11-22T07:56:31","slug":"performance-objectives","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/performance-objectives\/","title":{"rendered":"Improving Employee Performance Using Meaningful Performance Objectives"},"content":{"rendered":"\n

Improving employee performance<\/a> is top-of-mind for managers. Great leaders understand the importance of employee engagement and want to make sure they\u2019re creating an environment for teams to thrive. But what should managers and leaders do when they see someone lagging behind? Are there performance objectives that can be set and measured that can help guide an underperformer?<\/p>\n\n\n\n

Performance objectives are a powerful way for leaders and HR professionals to guide individual work. What\u2019s more, they\u2019re designed for any individual contributor regardless of whether or not the person is underperforming.<\/p>\n\n\n\n

This means performance objectives are scalable, adaptable, and useful across the most sprawling organizations. To begin implementing performance objectives into your company, consider the framework of company-wide goals. <\/p>\n\n\n\n

Objectives and key results<\/h2>\n\n\n\n

Objectives and key results, also known as OKRs, are a collaborative goal-setting tool used by managers, teams, and individual performers to set challenging goals\u2014with measurable results. OKRs are particularly powerful in terms of performance management <\/a>because they\u2019re built and agreed upon transparently and are either met or not\u2014in a quantifiable way.<\/p>\n\n\n\n

An objective is what the team or individual wants to achieve. Objectives should be concrete, inspirational, and actionable. Key results guide how we get to the objective. They\u2019re time-bound (e.g. quarterly) and clear\u2014one either meets the key result or they do not.<\/p>\n\n\n\n

Setting performance objectives <\/strong><\/p>\n\n\n\n

Using OKRs to set performance objectives helps the manager and the individual gain understanding into the why. First, it provides employees with a purpose. It\u2019s critical when handling a sensitive subject like employee performance<\/a> to have a clear, shared mission. When a performance objective is set<\/a>, the employee is given a guide to their day-to-day decision making and priority setting.<\/p>\n\n\n\n

Benefits of performance objectives:<\/strong><\/p>\n\n\n\n