Writing Effective Performance Objectives

When writing effective performance objectives for employees it is imperative to take several performance related factors into consideration. Every job has certain components in which an employee must find a way to perform as best as possible.

Job Responsibilities

Whether it is through the core qualities of the job or the subtleties that surround it, each employee has a certain responsibility to fulfill. Often times supervisors and management staff may find difficulty in writing effective performance objectives for their employees. Sometimes this has more to do with the components of the performance objectives rather than the employee’s actual performance. Nonetheless, there are several companies that have developed tutorials to better assist managers in writing effective performance objectives. 

Writing Effective Performance Objectives

Usually employees are evaluated under five core components specifically related to their prospective job. They are as follows.

• Knowledge of work – this has much to do with the employee’s technical knowledge of their innate job functions. These job functions are more than likely requirements that are needed to perform their jobs. Things such as knowledge and recognition of the general policies and procedures governing the company as well as the vision and mission of the company are essential.
• Quality of work – this basically takes into consideration the proficiency level at which the employee is at and completes their work. Does he or she meet required deadlines? Does he or she finish up their normal work duties? These two questions should be considered when rating the employee’s performance.
• Dependability – this is pretty much self explanatory but it addresses if the employee is dependable and reliable in his or her work. Does he or she follow directions? Does he or she have bad attendance? These are issues that should be considered when rating the employee’s performance.
• Initiative – with this component management should analyze the employee’s ability to be effective, efficient and bring value to the team. Is him or her a go-getter, do they take charge and seek out new or better solutions to eradicate any problems? Is the employee the walking embodiment of the company’s mission statement? These are questions that management staff should have in the back of their minds when doing a performance objective.

There is no wrong way to write a performance objective. You might consider using the abovementioned areas as section headings and either have space for commentary or a series of boxes that you can readily check off as elements of each performance objective that the employee exemplifies or needs to work on.  For example, you can set up each performance objective like so:

Knowledge of Work            

• Completed required training
• Used resources to solve problems
• Received certification

Quality of Work

• Completed projects on time
• Ensured that daily duties were completed
• Completed weekly reports on time

Dependability

• Always met deadlines
• Has good attendance
• Never abuses sick or annual leave

Initiative

• Helps team members
• Results driven
• Develops solutions to problems

Final Tips

The above is a sample of how you can make your performance objective look. You can be as general or as specific as you like when it comes to writing your performance objectives. It is important to know that when you write a performance objective the employee should better understand management’s expectations of them in the position in which they are in. 

When done correctly, a performance objective will provide the employee with a means of self assessment within the workplace. Furthermore it provides a detailed illustration of those job duties that are expected in addition to those job duties which have been completed by the employee.

All of the objectives should lead the employee to understand that such objectives are what successful employees do in order to succeed at the company in which they work. With these objective in mind, you will be well on your way to writing an effective performance objective.