Performance objectives are great business tools. It’s an instrument for accomplishing departmental, company-wide, or section goals. When a company’s expectations are determined, employees and everyone involved will gain insight into what is expected as well as the estimated outcome or end result.
It’s important to say that performance objectives are not just essential for the in-house team, but also for an outsourcing partner. You want to ensure that an independent contractor is aware of the set goals and what is expected in the long run. To ensure your performance objectives are success-oriented, certain key factors should be incorporated when writing such objectives. Keep reading to learn more.
Pinpoint Relevant Performance Objectives
You need some time to brainstorm on what needs to be done and the performance results that promote the success of the company. It will be helpful to take notes during your brainstorming sessions so that you do not forget important details. Typical examples of such factors to consider would include productivity, cost, quality, or cycle of time (the amount of time required).
Also, you need to spell out the task or responsibility of an individual or employee. For instance, an employee may be expected to come up with a certain number of widgets on an hourly basis with a 95 percent pass-through rate. It’s also important to spell out the exact skill that the employee needs to get the job done.
Effective performance objectives are usually specific and purposeful. This is why you need to pay attention to details. And, when you set a goal for an employee, ensure that such goals apply directly to the job description or position. The person should be able to manage and tweak the objectives.
Results Should be Measurable and Achievable
Both you and the people working towards the objectives should be able to measure performance and track success. When objectives are vague, they are subject to any interpretation by people who should work towards them and this can be catastrophic. This is why they need to be measurable and achievable. So, make sure everyone involved understands clearly the measurement criteria and how the actual measurement is accomplished.
You also desire that the employees or outsourcing partners succeed, which is why you are writing performance objectives. So, make sure that the expected outcome for the objectives you set is something that can be achieved. This will be a good motivator for those working towards accomplishing the objectives.
Make Sure Everybody is Aware of the Performance Objectives
Do not assume that your employees understand what they should work towards and the expected outcome. You should clearly communicate the written or determined performance objectives to those involved. It’s important to communicate the details such as what task to be done, the duration, deadline, and possible consequences or disciplinary measures of not meeting expectations.
Finally, make sure the people involved are properly trained in processes that will help in achieving the set performance objectives.
Daven Michaels is a New York Times Best Selling Author and CEO of premiere global outsourcing company, 123Employee. The company employs hundreds of young bright individuals on three continents. His International event, Beyond Marketing Live! Inspires entrepreneurs to build & grow their business with revolutionary new theories and systems allowing them to design the business and personal lifestyle of their dreams.
Diane Albright says: 
Thinking of Writing Excellent Performance Objectives for Your Business?
Performance objectives are great business tools. It’s an instrument for accomplishing departmental, company-wide, or section goals. When a company’s expectations are determined, employees and everyone involved will gain insight into what is expected as well as the estimated outcome or end result.
It’s important to say that performance objectives are not just essential for the in-house team, but also for an outsourcing partner. You want to ensure that an independent contractor is aware of the set goals and what is expected in the long run. To ensure your performance objectives are success-oriented, certain key factors should be incorporated when writing such objectives. Keep reading to learn more.
Pinpoint Relevant Performance Objectives
You need some time to brainstorm on what needs to be done and the performance results that promote the success of the company. It will be helpful to take notes during your brainstorming sessions so that you do not forget important details. Typical examples of such factors to consider would include productivity, cost, quality, or cycle of time (the amount of time required).
Also, you need to spell out the task or responsibility of an individual or employee. For instance, an employee may be expected to come up with a certain number of widgets on an hourly basis with a 95 percent pass-through rate. It’s also important to spell out the exact skill that the employee needs to get the job done.
Effective performance objectives are usually specific and purposeful. This is why you need to pay attention to details. And, when you set a goal for an employee, ensure that such goals apply directly to the job description or position. The person should be able to manage and tweak the objectives.
Results Should be Measurable and Achievable
Both you and the people working towards the objectives should be able to measure performance and track success. When objectives are vague, they are subject to any interpretation by people who should work towards them and this can be catastrophic. This is why they need to be measurable and achievable. So, make sure everyone involved understands clearly the measurement criteria and how the actual measurement is accomplished.
You also desire that the employees or outsourcing partners succeed, which is why you are writing performance objectives. So, make sure that the expected outcome for the objectives you set is something that can be achieved. This will be a good motivator for those working towards accomplishing the objectives.
Make Sure Everybody is Aware of the Performance Objectives
Do not assume that your employees understand what they should work towards and the expected outcome. You should clearly communicate the written or determined performance objectives to those involved. It’s important to communicate the details such as what task to be done, the duration, deadline, and possible consequences or disciplinary measures of not meeting expectations.
Finally, make sure the people involved are properly trained in processes that will help in achieving the set performance objectives.
Daven Michaels is a New York Times Best Selling Author and CEO of premiere global outsourcing company, 123Employee. The company employs hundreds of young bright individuals on three continents. His International event, Beyond Marketing Live! Inspires entrepreneurs to build & grow their business with revolutionary new theories and systems allowing them to design the business and personal lifestyle of their dreams.
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