goal setting and my performance review

[bleeding]

I have my first six month review at my job tomorrow morning, and my boss asked me to set some six month goals to go over during this meeting......

I have never really done this. A google search will tell you how to set S.M.A.R.T. goals and whatnot, but I still dont know how this applies to my job - what to do?

[Kruton]

What is your job?

[heroincredible]

One of your goals could be to remain employed there for 6 months. Which apparently you have succeeded at.

What your job is still remains a mystery...

[canopener]

Performance reviews exist to give an excuse to companies NOT to give you a big raise. Before leaving a job last year, I had a performance review which was mediocre at best, but I was just as good as any of my coworkers who worked just as hard. When I had my exit interview before leaving for a new job, I heard the most gleeful "you'll always have a position with us here at xxxxx."

You're going to hear a bunch of smoke, you're going to take some of their criticism personally, but what it comes down to is, you're not going to get as big of raise as you deserve unless you're the one in a million that they actually dig to promote. It's a huge waste of time, and after you've had your first couple, you'll get the routine down.

[peterbright]

Try to chose goals that obtainable such as:

Will increase efficiency in performaing task x.

Will attend training to improve skill y.

Will network with coworkers to improve customer outcomes.


I conduct these. What I look for is someone who understands that their job could be done better than it is being accomplished now, has some concept of what it takes to improve performance and has the appropriate attitude about change. Frankly acknowledging weak points (with a solid plan to improve) and knowing your strong points should also be included. Don't set too many goals...no more than 3.

[MJ5150]

Put down "take your job" as one of the goals you show him.

-Mike

[KeithBMI]

"Where do you see yourself in another six months?"

"Celebrating the sixth month anniversary of you asking me that question."

[Geoff St. Germaine]

Originally Posted by canopener

Performance reviews exist to give an excuse to companies NOT to give you a big raise. Before leaving a job last year, I had a performance review which was mediocre at best, but I was just as good as any of my coworkers who worked just as hard. When I had my exit interview before leaving for a new job, I heard the most gleeful "you'll always have a position with us here at xxxxx."

You're going to hear a bunch of smoke, you're going to take some of their criticism personally, but what it comes down to is, you're not going to get as big of raise as you deserve unless you're the one in a million that they actually dig to promote. It's a huge waste of time, and after you've had your first couple, you'll get the routine down.

I guess that largely depends on the company and your supervisor. I've had performance reviews that were outstanding and some that were pretty weak. Fortunately they don't decide my pay raises though they can decide promotions. Good ones for me have been accurate, were detailed, showed that the supervisor actually paid attention to most everything I'd done through the year and gave good feedback on ways to inform my performance and increase my chances of actually being promoted. Of course there are also the ones done by poor bosses who don't know who you are and don't really care if you get promoted or not.

[kasanovakarl]

Originally Posted by peterbright

Try to chose goals that obtainable such as:

Will increase efficiency in performaing task x.

Will attend training to improve skill y.

Will network with coworkers to improve customer outcomes.


I conduct these. What I look for is someone who understands that their job could be done better than it is being accomplished now, has some concept of what it takes to improve performance and has the appropriate attitude about change. Frankly acknowledging weak points (with a solid plan to improve) and knowing your strong points should also be included. Don't set too many goals...no more than 3.

+1

I agree with peterbright, I have been on both sides of this coin. For me, I think you need to stick to goals that are quantifiable and you can prove with numbers. Something like I made _____ change to this process and it increased productivity/quality ____%. If you put a goal such as improve teamwork or foster better customer relations, it is very hard to prove these goals directly. You need to set goals that you can achieve, without making them extremely easy, and take as much of the "shades of grey" out of proving if you accomplished said task. Really knowing your job and what can be improved and then actually improving it is what impresses most people.

[5andFretless]

I have 200 people working for me. They all get performance reviews every year. I personally do about 15 of the reviews, I approve another 50, and I look at the rest after they are complete. I also get reviewed.

First thing to remember is that there is a good chance your boss is as uncomfortable doing the review as you are. We may not show it, but a review, no matter how civil, is still personal conflict at some level. Some people like that type of conflict but most do not.

Second thing to remember is not taking it seriously, acting like an adult, or listening and responding, is a very good way to get a bad review next time. Why next time? Because your review is already set in stone when you walk into the office. You will not change it, but you sure can screw up next years.

Third, take the time to set goals that are relistic, achievable, challenging, and measureable. The last 2 are most people's down fall. If it is too easy to achieve, or progress can't be measured you can't very well be evaluated on it next year, and that is what you are getting a chance to do - determine what you are going be judged by.

And finally, even though it was probably said as a joke, telling your boss that you want his/her job is not a bad thing if done correctly. It shows a desire to excel, and every boss needs someone that can do their job. Only the stupid ones make themselves unreplacable. If no one can set behind my desk how will I ever get to move up myself? The one of the people working directly for me got the job at a review several years ago, but he didn't know it then. He told his reviewer that he wanted to begin to learn the things required to excell at the next level. I took him up on it, because I had to choose someone, and he asked for the job.

[bleeding]

All good things guys. Thanks for the advice.

It actually went pretty smooth - was told I exceeded his expectations as a new employee - and he liked the goals I came up with.

BTW - I work in project management for a large construction firm.

[MakiSupaStar]

Relate your worth to their bottom line. Set goals that realistic, attainable, and show how you attribute to the profit.

[peterbright]

Originally Posted by bleeding

All good things guys. Thanks for the advice.

It actually went pretty smooth - was told I exceeded his expectations as a new employee - and he liked the goals I came up with.

BTW - I work in project management for a large construction firm.

Congratulations!

[threshar]

Heh. I had a great review a few years back.

GOALS:

I have no goals as management seems set on constantly changing where the company is heading and changing what project I am working on. Therefore, any goal I list here cannot be obtained due to their mismanagement and lack of direction.


Oh, good times. (I'd just spent the previous year working on an ever rotating list of things while they figured out what they were going to do).

Then there was the time we were told by our dept head to write the most scathing reviews & blast upper management as much as we possibly could. On the upside, shortly after they read those they had the niceness to fly out and talk to us Then we got sold to another company (YAY)

I had this great boss who said: "If you or I learn anything in a review, I'm not doing my job". Reviews are just drivel for HR.

[Jonyak]

Originally Posted by threshar

Heh. I had a great review a few years back.

GOALS:

I have no goals as management seems set on constantly changing where the company is heading and changing what project I am working on. Therefore, any goal I list here cannot be obtained due to their mismanagement and lack of direction.


Oh, good times. (I'd just spent the previous year working on an ever rotating list of things while they figured out what they were going to do).

Then there was the time we were told by our dept head to write the most scathing reviews & blast upper management as much as we possibly could. On the upside, shortly after they read those they had the niceness to fly out and talk to us Then we got sold to another company (YAY)

I had this great boss who said: "If you or I learn anything in a review, I'm not doing my job". Reviews are just drivel for HR.

wow sounds like where I work.

[johnterry807]

Hi

I found that a member asked same question in this forum some months ago.

Pls use search box to find this questions with comments

If you want to get more materials that related to this topic, you can visit: Performance review goals
Best regards.

[LAPetrarca]

Interesting......I've got one of these reviews coming up shortly myself.

Some Administrators have recently gotten ten to fifteen percent raises and I haven't had a raise in three years, my workload has doubled and I'm hoping to retire in four more years.

My goals, in light of the above......to be able to maintain my morale at a level that will let me make it four more years to retirement!

[colakyngo]

Hi,

I agreed with you. Any way, your points of view make me thinking about some thing for my project.

Pls try to keep posting. Tks and best regards

Apart from that, you also can ref more resources at: How to write a performance review

Best rgs

[LilloEsquilo]

Originally Posted by canopener

Performance reviews exist to give an excuse to companies NOT to give you a big raise. Before leaving a job last year, I had a performance review which was mediocre at best, but I was just as good as any of my coworkers who worked just as hard. When I had my exit interview before leaving for a new job, I heard the most gleeful "you'll always have a position with us here at xxxxx."

You're going to hear a bunch of smoke, you're going to take some of their criticism personally, but what it comes down to is, you're not going to get as big of raise as you deserve unless you're the one in a million that they actually dig to promote. It's a huge waste of time, and after you've had your first couple, you'll get the routine down.

+1

Generally true. I know there are a FEW places it doesn't work like this, but I have never been to any of them. Even if you are a 9 out of 10, expect at best 3%. None of them give a 10, or you'd be pissed you didn't get more. You'll be pissed anyway, but face it, everyone is gonna get most likely 1 or 2 percent. The worst slap in the face of that is hearing the lying evil government telling you that there is no inflation. Yeah, right buddy, come live in MY reality and tell me that!