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11/1/2012
1
Engaging Staff in Setting Goals Engaging Staff in Setting Goals and Expectationsand Expectations
http://www.youtube.com/watch?v=4ZlfReH8znM
Session ObjectivesSession Objectives
Clarify the supervisor’s role in engaging staff to set goals and expectationsstaff to set goals and expectations.
Identify specific actions necessary to help staff create their prioritized list of goals/ expectations.
Examine tips and tactics to engage the reluctant.
Your Job? Create connection and commitment to goals!
"Would you tell me, please, which way I ought to go from here?" asked Alice. "That depends a good deal on where you want to get to," said the Cat. "I don't much care where--" said Alice. "Then it doesn't matter which way you go," said the Cat.
Role of the SupervisorRole of the SupervisorShould you specify employees’ goals or
should you solicit them???
Routine Work
figur
ed R
outin
e
Configured R
espo
Non-Routine WorkPref
onses
Compliant Actor Committed Agent
11/1/2012
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Vision, Mission and Goal AlignmentVision, Mission and Goal AlignmentUniversity Goals and Values
oal 2
oal 1
oal 3
oal 4
oal 5
OPAC GoalsMeasures
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OPAC Goals
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Departmental GoalsG
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Division Goals
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Individual Goals & Development Plan
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Dev
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Sources of GoalsSources of Goals
University + Department
Goals
SMARTGOALS
•Employee’s contribution
Employee’s Key Areas of
Responsibility
•New project, problem, process•Routine/maintenance activities
Cascaded GoalsCascaded GoalsUNIVERSITYEnhance Manager-Employee Relationships
DIVISION Provide means for employees to provide feedback to
supervisor.
DEPT/WORK UNIT Pilot one hourly area with Upward Feedback tool and roll out Pilot one hourly area with Upward Feedback tool and roll out
to campus by April 30, 2012.
INDIVIDUAL Coordinate/Implement/evaluate hourly pilot by 12/31/12, and
implement campus-wide by 4/30/2012.
STEPS to Setting GoalsSTEPS to Setting Goals
Review goals. Suggest necessary revisions. Clarify priorities. (Step 2 Step 1)
Approve SMART Goals (Step 2 Step 3)
Discuss individual’s contribution to specific dept goals and/or standards for routine tasks
Communicate Division/Department Goals to Team
11/1/2012
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Dealing with ResistanceDealing with Resistance Listen First! Sell Later! Purposep◦ Get the right things done.◦ Documentation to support decisions.◦ Justification for merit recommendations.◦ Clarify expectations and establish priorities.
Importance◦ For fair evaluation of performanceFor fair evaluation of performance◦ Development of job skills and/or future career
skills (i.e., keep up or fall behind)
= A written statement that clearly describes tasks or actions with measurable results.
And in summary. . .And in summary. . . Help make the connection to the University
goals. Communicate division, department and your
(work unit) goals. Prioritize what needs to get done in their
area.◦ Projects, contributions to work unit/dept goals◦ Performance standards for their routine tasks (to
maintain or improve) Help them finalize SMART goals by
reviewing, offering refinements, and clarifying specific outcomes.