Best Tips in Setting Job Objective

A Guiding for Manager in Achieving Goals and Objective Successfully

Every manager, realize the importance of job objective. With clear job goal, it easier for you to manage the subordinate. As they say, you got what you measure, its very significant for you to do process of deciding job objective efficiently and effectively. Here are some tips to make process of job goal formulation and implementation could enhance performance successfully.

1. Don't be too general. There will be different interpretation between you and your subordinates . Formulation such as : ‘finishing job properly' could mean finishing job in highest quality for you, but your subordinate may assume that you expect him/her to do it on time.
2. Don't be too specific. Its wasting your time and give too narrow space for adaptation. Job goals aren't fix, it can be change in the middle of the year according to the situation, in order to ensure its contribution to the unit achievement. Beside that, process identifying job objective are not easy, sometime we made mistake that only be realized when it be implemented. As long as your job objective can be measured, its already enough.
3. Don't get rid important objective for your unit performance, just because it difficult to be measured. You will find the way to measure anyway. The importance of job objective is you have guideline to achieve extraordinary performance. Meaningless job objective won't give you the direction.
4. Make sure that all your subordinates objective are align with your unit objectives. You can not lead the unit into the achievement you want, if your subordinates go into different direction.
5. Put discussion of your expectation as the highest priority. Even the perfect job objective will be useless if your subordinates do not understand the importance or do not agree with your standard performance. Its very important for you to gain their acceptance. Discuss plan to anticipate and overcome difficulties and offer some support if they think that your target are too high to be achieved.
6. Review the progress of goal achievement, minimum once a month. Your important aim is not to evaluate their performance. But giving opportunities to discuss barriers and develop strategy to overcome them. Show your willingness to help, so they will be open to tell the truth, even for the mistaken that they made. This process can detect some potential problems to be handled quickly before it become heavy on hand.

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