It is common for employee goals, set as a part of an annual performance

review, to be forgotten during the year. Goals get written down on a paper
form that is fled away, and only consulted when it's time for the next
performance appraisal. An employee's daily work and priorities are then
easily aected by the crisis of the day, new re!uests or changes in direction.
"he result# individual, departmental and organi$ational goals are often not
achieved.
%o how do you drive accountability for goals throughout your organi$ation
and keep employees productive and focused on the right things&
'ncourage %(A)" employee goals
In order to engage employees and foster accountability, organi$ations need
to have their employees set %(A)" goals * specifc, measurable, achievable,
results+oriented and time+bound. ,ut remembering to capture all these
elements in the right level of detail can be challenging.
(ake it simpler for managers and employees by providing specifc felds that
prompt them for all the right information, right on your goal setting or
performance review form. It can also help to provide an example of a %(A)"
goal..
(anagers and employees creating a new goal are then visually reminded to
provide a title, detailed description, milestone, method for measurement, as
well as start and due dates.
-elp with prioriti$ation
'veryone deals with .uggling priorities. /hen faced with competing priorities,
employees often struggle to know which goals are most important, and to
focus their time and eorts eectively.
%o why not have managers assign a weight to each goal and competency on
the employees' performance appraisal forms. "he weighting helps employees
clearly understand the corporate value of each. 0rioriti$ing and decision
making are easier in this context.
)eminder to self...
'ver wish you could get someone to remind you about goals, milestones and
due dates&
/hy not setup automated email reminders and other periodic memory .ogs
for managers and employees&
Align employee and organi$ational goals
)esearch tells us that one of the keys to employee accountability is helping
employees understand how their daily work contributes to organi$ational
success. 'mployees need to know that their work and eorts matter.
1ou can give employees this all important context by frst setting and
communicating high+level organi$ational goals, then tasking employees with
establishing individual goals that directly link to and support these.
'mployees then clearly understand how their individual goals contribute to
the achievement of organi$ational goals. "his increases both their sense of
accountability and contribution.
(onitor progress on goals
Accountability and monitoring tend to go hand in hand * it's human nature
to be more mindful of completing a task when we know someone is watching
and cares about our progress, and when we can see the larger eect of our
actions.
%o make sure you have 2reporting2 processes in place whereby managers
regularly check in on the status of employee goals, and report that status up
the management chain. "he check in provides an opportunity to identify
development needs, as well as ad.ust goals that are no longer %(A)" or
aligned with organi$ational goals. ,ut it also drives up accountability by
reminding every employee that someone cares about their work and is
monitoring their progress.
%imilarly, you should have a mechanism for monitoring and communicating
progress on organi$ational goals. )esearch by ,ersin by 3eloitte shows
organi$ations that review their goals !uarterly 4or more5, rather than
annually, are more eective at managing costs and have better fnancial
performance.
)ead how -alogen software customers have increased employee
accountability for goals
"he %an 3iego 6oo helped motivate its employees and boosted overall
morale by introducing clear goals and accountability.
At AG7, employees are more focused on the achievement of their business
unit's goals and have a better understanding of what they are working
towards and why it is important.
%uccess with "alent (anagement made easy. 'xperience it for yourself.
It is common for employee goals, set as a part of an annual performance
review, to be forgotten during the year. Goals get written down on a paper
form that is fled away, and only consulted when it's time for the next
performance appraisal. An employee's daily work and priorities are then
easily aected by the crisis of the day, new re!uests or changes in direction.
"he result# individual, departmental and organi$ational goals are often not
achieved.
%o how do you drive accountability for goals throughout your organi$ation
and keep employees productive and focused on the right things&
'ncourage %(A)" employee goals
In order to engage employees and foster accountability, organi$ations need
to have their employees set %(A)" goals * specifc, measurable, achievable,
results+oriented and time+bound. ,ut remembering to capture all these
elements in the right level of detail can be challenging.
(ake it simpler for managers and employees by providing specifc felds that
prompt them for all the right information, right on your goal setting or
performance review form. It can also help to provide an example of a %(A)"
goal..
(anagers and employees creating a new goal are then visually reminded to
provide a title, detailed description, milestone, method for measurement, as
well as start and due dates.
-elp with prioriti$ation
'veryone deals with .uggling priorities. /hen faced with competing priorities,
employees often struggle to know which goals are most important, and to
focus their time and eorts eectively.
%o why not have managers assign a weight to each goal and competency on
the employees' performance appraisal forms. "he weighting helps employees
clearly understand the corporate value of each. 0rioriti$ing and decision
making are easier in this context.
)eminder to self...
'ver wish you could get someone to remind you about goals, milestones and
due dates&
/hy not setup automated email reminders and other periodic memory .ogs
for managers and employees&
Align employee and organi$ational goals
)esearch tells us that one of the keys to employee accountability is helping
employees understand how their daily work contributes to organi$ational
success. 'mployees need to know that their work and eorts matter.
1ou can give employees this all important context by frst setting and
communicating high+level organi$ational goals, then tasking employees with
establishing individual goals that directly link to and support these.
'mployees then clearly understand how their individual goals contribute to
the achievement of organi$ational goals. "his increases both their sense of
accountability and contribution.
(onitor progress on goals
Accountability and monitoring tend to go hand in hand * it's human nature
to be more mindful of completing a task when we know someone is watching
and cares about our progress, and when we can see the larger eect of our
actions.
%o make sure you have 2reporting2 processes in place whereby managers
regularly check in on the status of employee goals, and report that status up
the management chain. "he check in provides an opportunity to identify
development needs, as well as ad.ust goals that are no longer %(A)" or
aligned with organi$ational goals. ,ut it also drives up accountability by
reminding every employee that someone cares about their work and is
monitoring their progress.
%imilarly, you should have a mechanism for monitoring and communicating
progress on organi$ational goals. )esearch by ,ersin by 3eloitte shows
organi$ations that review their goals !uarterly 4or more5, rather than
annually, are more eective at managing costs and have better fnancial
performance.
)ead how -alogen software customers have increased employee
accountability for goals
"he %an 3iego 6oo helped motivate its employees and boosted overall
morale by introducing clear goals and accountability.
At AG7, employees are more focused on the achievement of their business
unit's goals and have a better understanding of what they are working
towards and why it is important.
%uccess with "alent (anagement made easy. 'xperience it for yourself.