Goal setting

We do not use performance evaluations based on a predetermined set of goals applied to all staff members across the board. Nevertheless, that does not mean we do not believe in goal setting as part of personal development. In fact, we do. Setting goals is one of the most productive ways to give workers something to shoot for, and then rewarding them when they succeed in doing so.

Our goal setting standards are based on the SMART criteria:
  • specific
  • measurable
  • attainable
  • relevant
  • time bound.
By setting goals according to these criteria, we are helping our staff members be the best they can be. We typically set multiple goals with each appraisal in order to give individuals greater opportunities to succeed. Equally important is the fact that we provide multiple outcomes for every goal established. Why do we do this? Because people are different. Success for one may look entirely different from success for another. Offering only one outcome per goal inevitably dooms some team members to ultimate failure. That's not what we want.

The whole reason we set goals is that we want our team members to grow and develop. When that happens, they are motivated to continue becoming better with each goal achieved. We motivate team members even more by offering biannual bonuses tied directly to the goals each one reaches. We do so because we want to create an environment in which there is no incentive for remaining static. We want to create an environment that gives our people valid reasons to excel.

So what are your personal development goals? Do you currently find yourself in a situation that encourages personal development, or are you in a place that makes you feel as though your development is being squelched? Nuttersons invites you to come join us. Come be part of a company that is as interested in your personal development as it is the success of the business.


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