Continuing my extracts from our performance appraisal white paper, let me turn to objective setting.

Objective setting derives from goal setting theory. Goal setting theory states that people working to specific, difficult goals consistently outperform those without goals or those who are simply urged “to do their best”. This is important. If you believe in goal theory then you have to consider how best to bring this into the objective section of your appraisal process.

In my next post/extract I will give our views on how to set objectives but  I would encourage everyone to ensure that they do want objectives within their performance appraisal form.  Too often they appear by default and it is not clear that this theory is subscribed to.  It is perfectly possible that yours is an organisation that does not need personal objectives to get people to work harder or better.  At least think it through before getting everyone in the organisation to try to complete them within their annual performance appraisal.

Brendan