SETTING GOALS AND REVIEWING RESULTS JOB AID

Setting Goals Using Interaction Essentials SM

The highlighted Interaction Guidelines and Key Principles are most helpful for setting goals discussions.

Encourage discussion of each goal

and how to track it. Discuss resources
and support.

Ask for the direct report’s

perspective on the goals. Ensure the direct report understands and
agrees with each goal. Confirm tracking
methods.

Ask for Help and Encourage Involvement
• Seek the direct report’s input on setting goals to
build buy-in and commitment.
• Reinforce shared responsibility for performance.
Provide Support Without Removing Responsibility
(to build ownership)
• Offer support to help the direct report achieve
success and provide feedback and coaching.
• Provide resources and remove barriers as needed.

SMART Goals
For well-written, effective performance goals, use the SMART criteria:
• Specific—defines specific results to be achieved.
• Measurable—defines quantity, cost, or quality metrics to determine progress.
• Attainable—allows the goal to be challenging, yet the person can still ensure results.
• Relevant—supports the achievement of team or organizational goals.
• Time bound—specifies a due date, time frame, or frequency rate.

Start with an action verb: Include a measurement: Include a due date, time frame, or
Increase . . . , Attain . . . , how much, how many, how frequency rate:
Complete . . . , Reduce . . . , much better, how much faster, phase 1 by end of second quarter, end of
Achieve . . . costing how much less fiscal year, daily, weekly, as scheduled

Achieve an average order accuracy rate of 96 percent per month.

Conduct two feedback surveys per month to identify opportunities for improving quality.

File Name: SGRR-JobAid

© Development Dimensions International, Inc., MMXIII. 1 Permission is granted to photocopy this page for internal use only.
 SETTING GOALS AND REVIEWING RESULTS JOB AID

Reviewing Results Using Interaction Essentials SM

The highlighted Interaction Guidelines and Key Principles are most helpful for reviewing results discussions.

Encourage the direct report to

share results first; then, share the Reach agreement on the direct
data you’ve gathered. report’s level of performance and
then confirm that agreement.

Begin the discussion and encourage

the direct report to lead it.

Maintain or Enhance
Self-Esteem
• Enhance esteem by expressing
confidence; recognize progress
and results that meet or exceed
expectations.
• Maintain esteem by
encouraging a redirection in
efforts to achieve success.
Listen and Respond with
Empathy
• Acknowledge and celebrate
progress and achieved goals.
• Pay close attention and
respond to feelings of
frustration or disappointment.
Ask for Help and Encourage
Involvement
• Seek first the direct report’s
perspective on progress and
results; ask for input on
adjusting goals if necessary.
• Reinforce shared responsibility
for performance.

Gathering Data and Tracking Progress

Collect two types of performance data: Use STARs to track
• Behavioral data—Provides information on how the progress and to
gather and provide
direct report is accomplishing goals. feedback.
Gather STARs and STAR/ARs from others as well as
from the direct report.

• Operational data—Provides information on the direct

report’s progress on what he or she is expected to
achieve.
Use tracking methods such as calendars, project
timelines, reports, and feedback surveys.

© Development Dimensions International, Inc., MMXIII. 2 Permission is granted to photocopy this page for internal use only.