Most people don't look forward to annual and performance reviews - and for good reason. There are forms and meetings and ratings and, best of all, goal setting! The process can often feel like a formal HR function that goes nowhere except on the shelf or in a file. But the system can actually work in your favor, especially if you start with quality goals.
Goal setting doesn't have to be complicated or cause anxiety. Here are three easy steps to move you towards better goals for your review. To get started, create three columns with the following headers: (1) Focus, (2) Measurable, (3) Meaningful.
Column 1- Focus It's ok to start with a broad focus. What problem can you solve? Is there a process you can develop/improve or an innovation you can start? What is a skill that sits at the intersection of your NEED and your INTEREST?
Column 2 - Measurable Measurement is important - and it's also the thing we naturally jump to next - so go there next. Want to improve your health? You're mind probably jumps to measuring your weight, blood sugar or BMI. Want to be more productive? Your mind probably jumps to making a to-do lists or getting a new software tool or app.
Column 3 - Meaningful Read your measurable action out loud followed by these words: "...so that I will..."Then push your self a little further to identify an action that has real meat on the bone. Continuing the previous examples would read something like this:
Put it all together and what do you get? "I want to manage my time better, so I'm going to make a weekly to-do list SO THAT I WILL identify and designate time for daily and weekly priorities."
See what I did there? If you have the sneaky feeling your performance goals could be better defined, send your drafted goals to me at firstname.lastname@example.org. I'll take a look and provide some quick feedback.
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Maisha Hagan is the owner and head coach at Beauty & the Boss - a professional development and career coaching service for women in male-dominated industries.