Here’s how goal alignment can help you optimise your employee’s performance in 2015

Simangele Mzizi, Fsp Business, 01 Jan. 2015

Tags: goal alignment, performance management, how to improve employee performance, improving employee performance


Employers are always looking for ways to improve their employees’ performance.

This is because they know that when employees perform better, the company’s bottom line improves too.

But in most cases, employers fail miserably in their efforts to improve employee performance.

The reason?

They use ineffective methods.

The good news is, today, we’ll help you avoid the same fate. We’re giving you one effective method (goal alignment) that can help you improve your employee’s performance in 2015.

Here’s how it works….



Here’s how goal alignment works when it comes to improving your employees performance

 
Goal alignment is simply the act of aligning goals in a company.
 
It involves making sure employees from the top to the bottom follow the same goal. And across all divisions, branches and departments work together to achieve the same goals.
 
You see, everyone in your company needs to work to achieve specific things that will lead to success in terms of your overall business goals.
 
The Practical Guide to Human Resources Management says if you don’t focus your employee’s efforts on achieving your overall company objectives, that effort goes to waste.
 
So by correctly aligning an employee’s job goals to the broader goals of your company, you can optimise your employee’s efforts. And ensure a higher level of productivity.
 
So how do you go about aligning goals?
 
 
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There are nine golden rules of performance appraisals

  1. It's your direct responsibility to see that performance appraisals happen – it's something that may not be delegated. Only you can adequately assess your employee’s performance.
  2. It focuses on the individual’s performance, which is measured against the standards set out in the job description.
  3. It focuses on proven performance, not potential.
  4. A performance appraisal is never a psychological appraisal, nor should psychologists be allowed to draw up the appraisal document. It's based solely on the job description.
  5. NEVER reward poor performance.
Read the rest here…

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Follow these four steps to align goals so you can improve your employee’s performance

 
1. Make sure employees know about your strategic plan
 
Aligning goals starts with your company’s strategic plan.
 
Everyone in your company must understand your strategy and what you want to achieve. So communicate it to your staff.
 
2. Agree on business goals
 
As management, you must agree on business goals that will make your strategic objectives a reality. And set out how you’ll achieve them and who is responsible for what.
 
3. Set employee goals
 
Your employees will feel you value them and will be more productive if they understand the link between what they do and the success of their department and the company, as a whole.
 
Your managers must develop goals for their employees. These must link back to the business strategy and the business goals and objectives.
 
4. Review and modify goals
 
Business and economic conditions change.
 
When they do, you must modify some of your business strategies or goals to make sure they’re achievable.
 
Using goal alignment can help you optimise your employee’s performance in 2015.

We’ve just scratched the surface. There’s so much more you need to know about this process. So check out the Practical Guide to Human Resources Management for more information.
 

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