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Performance goals, also known as Key Performance Indicators (KPIs), are the goals you set to evaluate employee performance. They are commonly used in workforce management. Specific performance goals depend on the employee's job role, but they should always be connected to the overall business goals.
A sample goal for employees would be to implement a new process for the team, such as video conferencing. The team member would choose the product, determine the steps required to make the conferencing process ready for use, and make a deadline for launch.
For example, if you value honesty and interpersonal connection, your long-term goal might be to become a manager that people can rely on and trust. In the short term, that might mean taking a course on people management or exploring leadership opportunities at your company.
To use a quality-based performance objective example: Our objective is to reduce warranty spending from 2% to 1% by the end of Q4 2023. The company will achieve this by carrying out extra quality checks during production. Achieving this goal will benefit us by improving customer satisfaction and retention.
Performance goals are short-term targets that employees are expected to meet. Defining goals helps employees understand what kind of work is expected from them or their positions.
Performance goals are different from development goals. Goals of performance focus on an employee's daily priorities for accomplishing specific duties while supporting overall company goals. A sample goal for employees would be to implement a new process for the team, such as video conferencing.
DEFINITION: A performance objective is a specific end result that contributes to the success of the unit or organization and that an employee is expected to accomplish or produce.
Some examples of performance goals include increasing sales revenue by a certain percentage, reducing customer complaints by a specific number, or increasing the number of successful product launches within a set timeframe.