Setting Goals and Performance Appraisal

During our training program your company's vision as well as the connection between organizational and personal goals will be clearly communicated. Through numerous interactive exercises from the company's environment, managers will have the opportunity to recognize the importaance of the existing system and its supporting procedures which they will be able to enrich with the newly acquired knowledge. With the extraordinary short video clips, in an interesting and entertaining environment, participants will identify their everyday challeging situations and they will adopt new solutions that will improve the outcomes of the process of the performance appraisal. The connection with the strategic directions and values of the company will become even stronger during and after the training.

Without goals and plans to reach them, you are like a ship that has set sail with no destination.

Fitzhugh Dodson

Program duration: 2 days

Key advantages:

  • Communicating the vision and strengthening the connection between organizational and personal goals in order to create a "big picture" and to increase proactivity
  • Linking the performance appraisal with the business strategy, organizational and professional goals at the individual level
  • Accepting the manager's role in setting and achieving goals
  • Dynamic goals planning and settings and managing personal priorities
  • Successful setting goals and accepting the own role during the performance appraisal
  • Skills and strategies for overcoming potential challenges

Main areas:

  • Hierarchy of goals
  • Linking business vision an strategy with organizational and individual goals
  • Prioritizing goals
  • Defining goals
  • Setting measurable goals in line with strategic goals
  • Factors influencing the goals achievement
  • Action Five Steps Model of setting measurable goals
  • Time-frame and the importance of goals
  • Monitoring/Tracking the project's results - measuring the goals achievement
  • Performance appraisal - the assessment of: achieving goals, skills, knowledge and abilities
  • Linking performance with business strategy
  • Principles for reducing errors in evaluation
  • Roles and responsibilities of managers during performance conversation

Examples of exercises and additional development tools:

  • Action Five-Steps Model of identification and checking goal setting
  • Various case studies
  • Specialized structured exercise - Action Critical Incident Method
  • Professional training clips for managers with solutions and real life principles for resolving potential communication challenges during a perfomance appraisal interview
  • Individual Action Plans