6 Key Questions to Make Performance Management Work

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Accountability starts with clearly defined performance goals and being an expert at tracking those goals. When we consider the human element of performance, we consider that it is often not enough for people to just know what to do, but also important to know the “how,” “why,” and “how well,” or “how often” in order to do their best.  Without clearly defined performance goals, we cannot determine if it is the person or the process that must be coached.

Simply put, good goal management helps people focus on the right things and there are numerous studies about the impact of goal management on productivity. The foundation of this research was developed in 1968 by psychologists Edwin Locke and Gary Latham, who took a psychological approach, and found that 1) hard goals produce a higher level of performance (output) than easy goals; (2) specific hard goals produce a higher level of output than a goal of “do your best”; and (3) behavioral intentions regulate choice behavior.  

We have to wonder why effective goal setting continues to challenge organizations. After all, it seems common sense that if employees know what you want them to do, they are much more likely

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