Employees should know ahead of time the basis upon which you’re going to appraise them. The second basic approach is to appraise them relative to specific standards that you expect them to achieve.
Employers usually write job descriptions not for specific jobs, but for groups of jobs, and the descriptions rarely include specific goals.
Setting motivational goals is an art. The most straightforward way to do this is to set measurable goals or standards for each duty.
· Set SMART goals. These are Specific, Measurable, Attainable, Relevant, and Timely.
· Assign specific goals. Employees who have specific goal usually perform better than those who do not.
· Assign measurable goals. Always try to express dates or deadlines along with goals.
· Assign challenging but doable goals. Make them challenging, but not so difficult that they appear impossible or unrealistic.
· Encourage participation. Goals set through participation usually produce higher performance.
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