Last month my ISHN article addressed the challenge of using performance appraisals to build employees' competence - including safety skills and knowledge. I identified ten characteristics of ineffective performance appraisals, and suggested some ways to overcome these deficiencies. One of the two most critical qualities of an effective performance evaluation is discussed here - customizing appropriate objectives. Next month I'll discuss how to conduct constructive corrective-action discussions.
When developed appropriately, performance objectives guide and motivate individuals. They are not generic mission statements relevant for an entire workforce. Rather, they are specific goals owned by an individual worker. Let's consider seven qualities of effective performance objectives.