Goals negotiation and assessment
Defining performance goals enables managers accurately track how their reports are reaching their objectives
Implementing a structured goal process allows organizations that employ a management by objectives policy to deliver the toolset their employees need to effectively define and monitor objectives. Managers and their reports can now:
- easily identify their goals
- assess goals when the time comes
- track past objectives and their assessment
During goal setting, managers and their reports collaborate in creating a list of goals that become the basis of the assessment. Once the goal definition is considered complete the list of goals is no longer editable although users can post unstructured updates as the period of evaluation progresses. The technique of agreeing goals represents an improvement in MbO methodologies where goals are simply set.
During evaluation managers and their reports both evaluate if a goal was achieved. Altamira Performance enables goals to be evaluated both numerically, ideal for sales roles, and qualitatively for staff or technical roles. This allows SMART (Specific, Measurable, Achievable, Relevant, Time bound) goals to be managed in Altamira Performance for roles where goals evaluation must necessarily be qualitative.
Goal evaluation feeds into the overall performance evaluation for each employee.
Click on the images to enlarge