Establishing 'Making it Happen' as a 'Formal & Predictable' Discipline

Human Capital Maximization-Overview	Employee Development Planning and Management

Execution-MiH ENCYCLOPEDIA → Execution Making-it-Happen → SECTION - Human Capital →

CHAPTER -

Employee Goals Management

Employee goal-sheet is expected to be the nerve centre for employee activities. It is expected to be designed to not only tell what are employees goals, but also how employee will make it happen?, what will define the goal accomplishment?, how the employee's progress on the goals will be tracked?, what are the linkages & dependencies to the goal accomplishment? and what help is needed by the employee to achieve the goals?.

Topics

Employee Goal-Sheet and Components

Employee Goal-Sheet is the foremost component for driving the employee performance. A good, realistic and practical goal-sheet is more than half the job done. Goal-sheet has primarily four components- Performance Metrics- both leading-Input and lagging-output, initiatives-projects where the employee is leading or participating, linkages of employee goals with the goals of other employees, the interim goals-checkpoints-milestones to achieve a goal and help items which are needed by the employee from the organization to achieve his goal.

Performance Metrics-Output and Input

The performance metrics component of the goal-sheet is better among the equals vis-a-vis other parts. Performance metrics for an employee has to be aligned to the business metrics. If the execution scorecard of a business is not aligned to the employee performance report, there is something wrong. The performance-metrics part in the goal-sheet, will have many sub-parts. This includes the performance parameter, the expected performance, the minimum performance, the qualitative notes (as sheer numbers may not be able to define what is expected). The expected performance figures are further broken down into monthly or quarterly figures (generally as an annexure).

Initiatives- End State and Interim Checkpoints

Performance metrics is mainly to do with input & output business goals. Supporting these business numbers are certain projects or initiatives, which an employee has to lead or participate in. For each of these initiatives, goal-sheet will have the timelines, the role of the employee, the key tasks to be completed and the completion criteria for those tasks.

Linkages and Role

For the performance-metrics and the initiatives, goal-sheet should also have the linkages or dependencies to achieve the goals. Against each goal, the key people who are important for the employee to succeed in that goal, should be mentioned. Linkages in goal-sheet help in the goals-integration. It helps linked employees to understand the expectations from others and also to ensure that the goals of the employees are aligned in the same direction.

Help Items

This is the last part of the goal-sheet. It details out the help items needed by the employee from the manager and the linkages. The help items should be a crisp set of the critical areas which are absolutely out of control of the employee.