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I should know my objectives then seggregate those objectives on the team based on their competencies and job titles
I would align my Staff members objectives as per their job profile in line with the company policy & strategy
It all starts with the company strategy; The managers should know how to set a goal and idealy have rhythmitic evaluations taken place, in order to react flexibly to changes and actually identify any possible past problem. Flexibility is important.
This is how we'd set verifiable goals for the future and know how to share the objectives on the team based on their job titltes and capabilities in align with company policies.
First of all divide the objectives to the staffs according to their ability and make it as a team work. After completing the team objective make understand the staff about their up's and down's in a comfortable manner. So that they can try to improve their performance in the coming objectives
I must know my objectives first, then explain to entire team and assign them based on their skills, knowledge and job responsibilities. Guide/coach them through out the period, implement Balance-Score-Card and monitor progress and appreciate them accordingly.
Goals that are stretching and challenging are great but warn employees of the dangers of setting goals that are completely unrealistic given the time and resources available. If you have any employees who have issues with perfectionism, this is certainly something to be cautious of. Over time, your employees will get a measure of their own limits and their rate of progress, but in the meantime, managers have to step in to ensure employees aren’t overtaxing themselves. This will only lead to objectives not being met, disappointment and frustration for everyone involved.
I shall take simultaneous steps reciprocal consultation with chairman & stuff
first of all i should set goals that align with company objectives and then emphasize attainable goals .