Appraisal Objectives Guide.

Can your staff write focused and meaningful appraisal objectives? Professionally developed appraisal objectives create the cornerstone on which an employee can build and develop over the coming year. With poor objectives, you’ll find yourself trying to build on sand.

This short, no-nonsense guide provides real examples of good and bad appraisal objectives AND essential tips on how to write SMART objectives.

Download this essential guide on how to write meaningful appraisal objectives today.

Setting appraisal objectives

Setting appraisal objectives should be a two way process between appraiser and employee. Although the manager might lead the process, the employee should also be empowered to get involved. Sharing the responsibility for objective setting increases an employee’s commitment to achieve the agreed objectives. It’s important that managers explain the SMART objectives concept to employees to help them in the appraisal objective setting process (download our appraisal objectives guide for more information on SMART appraisal objectives).

Involving the employee in appraisal objective setting should also help to clarify their expectations.

Tips to help employees set appraisal objectives

• Begin writing the work objective using the word ‘To’ – for example ‘To do something …’
• Check that each objective contributes to the overall team objectives.
• Ensure the objective contributes to the employee’s role and responsibilities (check job description).
• Work objectives should be discussed at a face to face meeting between manager and appraisee.
• Each objective should have a clearly stated result; more than one result could mean more than one objective.
• Have measures or processes in place to assess the end result.
• Make the work objectives specific when referring to quality and quantity.
• Check that the objectives can be assessed against a time line.
• Each employee should be invited to propose draft work objectives for discussion while the manager is preparing his/her own list of objectives for that employee.
• Work objectives don’t all have to be annual, some of them could be set for achievement over a shorter period of time. If you’re a manager, make sure you know when each of your employee’s shorter term objectives are coming up for achievement. Keep track of them and arrange a meeting with the employee to discuss them.

It’s helpful to have the following documentation when you review appraisal objectives

• The employee’s job description / specification.
• The objectives agreed with the employee at the last appraisal.
• The operational team’s objectives.
• Notes about the employee’s performance throughout the year.
• Notes on the SMART appraisal objectives concept.