Performance Appraisals

5. Setting Key Objectives

The whole appraisal cycle is built around setting, reviewing and then re-setting key objectives.

5.1 Each objective should be SMART - specific, measurable, agreed, realistic and time-limited.

• Each objective must be in an area over which the employee has control.
• Give each objective a deadline.
• A clear target allows you to measure whether the employee is making the progress you expect.

5.2 Many elements of the job may already be covered by set standards (see Everyday workplace policies).

For example:

• In an office, you may have standards for answering the phone (within four rings) or handling sales queries (within 24 hours).

5.3 Involve the employee in setting objectives.

Otherwise there is a danger the objectives will be unattainable, or simply ignored.