Flexible Planning
When doing performance planning and goal-setting, there’s always a question of specificity. Goals should, of course be measurable and attainable. But can they be too specific? Here are some tips:
- Look forward, not back. If you base this year’s goals on what happened last year, you’re not taking into account the current state of the business.
- Be prepared to make mid-year adjustments. As your business environment changes, your goals should as well. Fine-tune the goals as needed so that you are achieving business success and not just “hitting a number”.
- Avoid “this is how we’ve always done it” thinking. Measure what’s important now.
For more information about effective performance management, please contact Warren Bobrow.
Finding a Perfect Match
It’s time to hire a new employee and you’re under a lot of pressure to find a high-quality candidate who will fit in and stick around for awhile. In addition to the usual tasks and duties, what else should you consider when creating the job posting and/or interview guide?
Person-organization fit is a good predictor of job satisfaction and organizational commitment. So, take a look at the work group that the new hire would be joining and consider what kinds of behavioral styles would be the best fit (a perfect match). Here are some style areas to consider:
Analysis or problem solving –
- How do they approach problems? Gather and synthesize data? Make decisions?
Behavior
- Do they prefer to work alone or in groups? Routine or variety?
- Do they offer opinions or keep their ideas to themselves?
Confrontation –
- Do they tend to respect authority or bend/break the rules? Confront others or adjust? Influence or alienate others?
Drive –
- Are they more motivated by individual rewards or team success? Intrinsic or extrinsic rewards?
By looking at each of these areas (A-B-C-D), you can determine whether or not the candidate will fit into your organization and like being there.
If you want to learn additional interview and selection strategies, contact Kammy Haynes.