It is important for companies to set appropriate goals in personnel evaluation. If there is a problem with goal setting, not only will the employee not be able to perform adequately, but they may also leave the company due to dissatisfaction with the evaluation. In order to prevent such a situation, goal setting must be done properly. In this article, we will discuss the importance and key points of goal setting in personnel evaluation.
In this article, we will discuss the importance of goal setting in personnel evaluation. For a free seminar on personnel evaluation and goal setting by Colorkrew, please visit here.
“Goal Setting,” an important element in personnel evaluation
A general personnel evaluation is conducted based on a comprehensive judgment. To make personnel evaluations satisfactory for employees, goal setting that leads to evaluation is an important element.
By setting appropriate goals for each employee, the goals themselves become indicators in personnel evaluation. The company can show its expectations of the employees as an indicator, and the employees can clearly see the direction they should aim for. In this way, goal setting in personnel evaluation has advantages for both the company and the employee.
If the goal setting is successful, the company will not only be able to increase the accuracy of the evaluation, but will also be able to build a relationship of trust with the employees. Employees, too, will have clear goals to be evaluated, which will not only improve their motivation to work but also lead to their individual growth.
The setting of goals in personnel evaluations is an important point for a company to grow together with its employees.
The key to goal setting is the “SMART principle”
When setting goals in personnel evaluation, meaningful and effective goals must be set.
The “SMART principle” is a useful tool in setting goals.
The SMART principle is a method for confirming the effectiveness of goal setting that consists of the five elements of “Specific,” “Measurable,” “Achievable,” “Relevant,” and “Time-bound.
The following is an explanation of each of these elements.
Specific (clear and specific goals)
Specific represents a clear and specific goal that is easy for everyone to understand. Goals should be specific enough to be understood by everyone to avoid misunderstandings.
The idea behind Specific is to avoid using words such as “excellent” that might be seen by more than one person with different standards and interpretations. If you make your goals vague and abstract, it will be difficult to achieve them because different people will judge them differently.
Specific is a necessary element to motivate employees by clearly stating goals so that they can show the path to achievement.
Measurable refers to the fact that the goal is measurable. Measurable goals are goals whose degree of achievement can be objectively measured by numerical values.
For example, instead of “increase sales from the previous year,” a measurable goal is one that can be expressed in concrete numbers, such as “increase sales by 10% over the previous year.
The idea of measurable is to be able to visibly check progress and achievement so that objective decisions can be made. Measurable goals can be used for analysis and subsequent goal improvement after the target period is over.
Achievable (agreed upon and achievable by employees)
Achievable refers to achievable goals that employees can agree to.
When setting goals for personnel evaluation, the higher the goal, the better it is. It is meaningless to set unattainable and high goals.
Setting unattainable goals not only diminishes the motivation of employees, but also makes it impossible to evaluate them properly.
The basic principle in maintaining motivation and achieving goals is to set realistic goals that each employee can accept.
Relevant means “relatedness” or “appropriateness” and refers to goals that are properly related to management.
Goal setting in personnel evaluation is not only for the growth of the individual employee, but also for the growth of the company. However, if the goal has little relevance to the company, there will be little point in achieving it.
In order to make the goals meaningful, it is important to set goals that are rooted in the management of the company. If the goals are related to management, the closer we get to achieving them, the more we can promote the growth of the company. In addition, if individual employees understand that the goals are aligned with management, they will be able to increase and maintain their motivation.
Time-bound (clear deadline)
Time-bound means “clear deadline” and is the concept that it is important to set a specific deadline when setting goals.
By setting a deadline for achieving a goal, it becomes clear when and how much should be achieved. By setting a deadline, we can encourage the psychology of “somehow achieving the goal by the deadline.
When setting a deadline, it is a good idea to be specific about what you want to accomplish by when. Having a clear idea of how much time is left will also help employees maintain their motivation.
“Goal management tools” for goal management
Up to this point, we have introduced the importance of goal management in personnel evaluation and the “SMART principle” that is useful for goal setting, but setting goals is not the end of the story. After setting goals, we need to manage and sometimes change the goals of each employee in accordance with the personnel evaluation.
However, when it comes to managing the goals of each employee, the larger the number of employees, the greater the workload for the manager. In such a case, we recommend the introduction of digital tools that help improve work efficiency.
In recent years, there has been an increase in the number of personnel evaluation systems that can improve the efficiency of goal management. Introducing a personnel evaluation system that suits your company will greatly reduce the workload of the person in charge.
SNS-type goal management tools Goalous also has multiple functions useful for personnel evaluation.
Goalous‘s unique “Goal Function” allows you to visually grasp the degree to which each employee has achieved their goals. In addition, the “evaluation function” allows you to immediately check the achievements made toward the goal, so that you can conduct highly accurate and efficient personnel evaluation.
If Goalous is used effectively, personnel evaluations will become more efficient, and the workload will be greatly reduced.
In personnel evaluation, it is important to set goals that are meaningful to both the company and the employee. However, the better the goals are set, the greater the workload for those in charge of managing them.
In order to efficiently conduct appropriate personnel evaluations, it is recommended to introduce effective know-how and tools such as the “SMART principle” and personnel evaluation systems.