Performance Management: Aligning Individual & Organizational Goals

Everyone knows that organizational/business goals are important. Everyone knows that individual goals are important. Aligning the two is a powerful tool to create sustained financial performance by having everyone “singing from the same sheet of music.” Here’s what’s important to include in your individual performance management system:  

  1. Clear, focused business goals.
  2. Clear, focused individual goals that support the business goals.
  3. Agreement between the supervisor and the supervisee on both of the above.
  4. A personal skill development program for the supervisee that supports the business goals.
  5. A supervisor rating of the supervisee’s compliance with the core values of the business (for sustained financial performance, you don’t want a “make a buck no matter who gets hurt” business culture).

Here’s a suggestion for a performance management form that includes these elements: 

  • Date
  • Supervisee’s name
  • Position
  • Supervisor’s name
  • Organization’s 3-year vision
  • Supervisee’s 3-year career vision
  • Organization’s mission
  • Supervisee’s career mission
  • Organization’s core values
    • Supervisee’s self-ratings and feedback to supervisor
    • Supervisor’s ratings and feedback to supervisee
  • Organization’s 3-year strategic priorities and measures (3-5)
    • Supervisee’s agreed upon 12-month objectives & measures under each strategic priority (as appropriate)
    • Goal vs. actual
    • Supervisee’s ratings and feedback to supervisor
    • Supervisor’s ratings and feedback to supervisee
  • Supervisee’s 12-month professional development goals and activities
    • Supervisee’s self-ratings and feedback to supervisor
    • Supervisor’s ratings and feedback to supervisee

 5-Point Rating scale
 
1 = Unacceptable performance
2 = Below-average performance
3 = Average performance
4 = Above-average performance
5 = Excellent performance

Any good individual performance management system includes regular dialogue and feedback between a supervisor and supervisee. Conducting a formal performance review twice a year, however, will insure great alignment between individual goals and business goals.

You’ll see the results in sustained financial performance. When everyone’s singing from the same sheet of music, it always sounds like a choir of angels!

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