2600 Phrases for Setting Effective Performance Goals

Ready-to-Use Phrases That Really Get Results

Paul Falcone

• Publisher: AMACOM
• Year: 2011
• eBook ISBN: 9780814417768
• Topic: Business
• Subtopic: Business General
• Index: Business

As a manager, you aren't truly successful unless your employees are as well. Helping them establish compelling, actionable performance goals is the first and most important step, and this handbook is there to lend a hand.

A follow-up to the bestselling 2600 Phrases for Effective Performance Reviews, HR executive Paul Falcone provides you with ready-to-use performance goals organized by the characteristics and core competencies used most often in the appraisal process. From attendance and attitude to teamwork and time management, managers will find the language they need to inspire exceptional results.

In 2600 Phrases for Setting Effective Performance Goals, Falcone shows you how to:

• Build on individuals' strengths rather than compensating for their weaknesses.
• Help your employees feel engaged and self-motivated.
• Develop an "accomplishment mentality" that encourages your staff to constantly reinvent themselves based on the organization's needs.
• Encourage retention by developing realistic, customized goals that prepare them for their next career move.
• Determine appropriate follow-up intervals and measurable benchmarks to determine progress throughout the year.

2600 Phrases for Setting Effective Performance Goals also shares language tailored to many of the most common positions in sales and marketing, accounting and finance, HR, IT, legal, manufacturing, operations, and more.

If your employees don't succeed, neither will you. This one-of-a-kind guide enables you to get more done through others and develop your own leadership abilities along the way.

PART I
PERFORMANCE APPRAISAL
GOALS FOR CORE
COMPETENCIES AND
COMMONLY RATED
PERFORMANCE FACTORS

Adaptability and Change Management Skills

Early Career Goals

Always be ready to anticipate and adjust for roadblocks

Volunteer to participate on committees and task forces to gain a more thorough perspective of the challenges facing the company

Research the competition and identify two or three areas where they have distinct advantages

Look for opportunities to assume greater responsibilities outside your job description

Demonstrate that you can shift gears quickly and remain flexible and adaptable to change

Broaden your specialty area to gain a more well-rounded understanding of the business challenges we face

Forecast the five biggest challenges facing our industry and company and recommend ways to adapt

Welcome change as an opportunity to learn and add new skills to your repertory

Administration/Operational Support Goals

Avoid any perception of impatience or otherwise jumping to conclusions too quickly

Invite constructive criticism to your responses when you disagree with a newly proposed direction or proposal

Maintain your composure and calmness when faced with stressful changes in plan

Welcome suggestions from those who are less familiar with a topic and benefit from their “outsider” perspective

Become an early adapter of change by choosing a new software tool and rolling it out to the rest of the team as the subject matter expert

View rules and regulations and policies and procedures as general structural guidelines, not as absolutes in and of themselves

Individual Contributor Goals

Challenge new ideas constructively but see yourself as a proponent of change

Avoid any appearance of “hanging on” while hoping to delay change enough to make it disappear

Teach what you choose to learn

Develop a higher tolerance level for dealing with dysfunction in the workplace

Look for opportunities to add tools to your toolbox and expand your repertory of skills

Appreciate the complexity of the issues we face without trying to water it down to an is...

Table of contents

• Cover Page
• Title Page
• Copyright Page
• Dedication
• Contents
• Introduction: How to Use This Book to Save Time and to Write Compelling Performance Goals
• Part I: Performance Appraisal Goals for Core Competencies and Commonly Rated Performance Factors
• Part II: Performance Appraisal Goals for Particular Titles and Roles
• Appendixes