Review goals to ensure they are still appropriate
- Does the goal follow the SMART model?
- Does the goal contain …
- Objective (what)
- Metric or outcome (how it will be measured)
- Timing (when)
- Does each objective begin with an action word?
- Is the objective clear and concise (tells you “what” you are accountable for, while avoiding excessive “how” tactical details)?
- Is the metric clear and measurable or mushy and vague?
- Is the timing correct/appropriate/realistic?
- Is the definition of ‘success’ clear – do you and your manager both understand what successful performance against that goal will look like?
Employee Tips for a good performance discussion
- Prepare, prepare, prepare…
- Review your Goals and Objectives
- What accomplishments stand out?
- How do I want to leverage the things that make me unique
- Identify and understand your strengths and development needs
- Complete the Career Navigation Workbook in advance of your meeting
- How do you want to develop your career?
- What do you like most/least about your current job?
- What skills/abilities would you like to develop?
- Make sure your goals are in-line with the needs of the business
- Request opportunities to develop your skills and growth values
- Ask for career and performance feedback
- Seek opportunities and exposure to different work areas/groups
Starter Questions for Employees
- In what areas are you interested? To what positions do you aspire? What is it about the areas/position(s) that attracts you?
- Are you interested in global opportunities?
- Why do you think you would be good at this?
- Do you aspire to a managerial role? Why?
- What competencies are needed to reach your career goals? New skills? Exposure? Depth? Breadth? Where can you develop these things?
- What are some things you can work on in your current role to start/keep building and demonstrating competencies?
- What experiences do you think you need to secure to reach your career goals?
- Who has those skill/attributes you admire and would like to emulate?
- What feedback have you gotten regarding your career goals?
Suggestions for Growing in role – Performance
- Lead a Work-Out or process improvement project
- Present a proposal or report out to upper management
- Plan an off-site meeting or conference
- Accountability for a project or large portion of a project
- Teach team members new expertise
- Strive to add unexpected value
- Work with a coach or mentor
- Serve as a mentor to a new employee
- Benchmark other businesses & implement best practices
- Work on a global project
- Identify opportunities that will address Developmental Needs
Suggestions for Growing in Role – Values
- Performance is key – maintain a high “say-do” ratio. Deliver on your promises.
- Maintain a professional image. Behaviors in meetings, outside of meetings, with peers, etc. impact how you are perceived in the organization
- Understand the company culture and company Growth Values
- Always with unyielding integrity – tell the truth; come forward in time with issues
- Embrace candid feedback and take action
- Be aware of your development needs – continue to reflect and learn from experience
- Get engaged – be present in meetings, take on tough issues, own resolution
- Be a team player – focus on what is best for the organization, listen to others, connect with stakeholders
- Know when you need help and reach out to others for advice, counsel and support
Are you ready to start looking for a new role? Consider…
- Execution – Have you delivered results in current role and lived with outcome of your actions/decisions?
- Timing – Is this a good time based on individual and team’s current deliverables and commitments? What reasonably needs to come to completion first?
- Business need – Does the business have a need that aligns with your growth plans?
- Competency Building – Have you leveraged opportunities in current role to build relevant competencies? Have you demonstrated the critical competencies to be successful in your next role (answer vary depending on the opportunity)?
- Have you considered all aspects of the new role before applying, such as:
- Family considerations?
- Relocation & travel requirements?
- Learning & development – how does this role fit with career objectives – what competency gaps will it fill to help reach long term goals?
|S||Specific||Significant, stretching, simple, sustainable|
|M||Measurable||Motivational, manageable, meaningful|
|A||Achievable||Appropriate, agreed, assignable, attainable, actionable, action-oriented, adjustable, ambitious, aligned with corporate goals, aspirational, acceptable, aggressive|
|T||Time-bound||Time-oriented, time-framed, timed, time-based, timeboxed, time-specific, timetabled, time limited, time/cost limited, trackable, tangible, timely, time-sensitive, timeframe|