Goal setting is the best way to set expectations for an employee that include both key results of what needs to be accomplished and behaviors, or how the results are to be accomplished over the next year.
Depending on the work, some goals can span several years or have a shorter time-span. Use your judgement to set the goals that do not fit an annual time frame.
1. Review the Quick Guide to Goal Setting
The Quick Guide to Goal Setting outlines the best practices that are proven to make the goal-setting process more effective:
- Ask for input.
- Identify 3-5 most important expectations (in both results - the "WHAT" and behaviors - the "HOW").
- Connect the goals to broader priorities.
- Be sure the goals are challenging, so that success is meaningful.
- Check-in to review progress, update goals, and set more specific, shorter-term goals.
Don't have a behavioral competency model?
Go to z.umn.edu/competencies to learn more about the competency model developed at the University of Minnesota to support talent development discussions.