Blogger Kathia Ibacache

Professional Goals and Your Performance

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Did you achieve all your professional goals in 2017?

Workplace goals are hard to define sometimes. Even for high achievers, setting realistic goals is more troublesome than we would like to admit. Other people might find setting goals a waste of efforts as they are not really met. Below you will find some tips to make your goals process more effective and valuable to yourself and your library.

How does it work?

Our library adopted the 4×20 Performance Evaluation design by which each one of us had to generate one or more Company, Library, and Professional goals. Once goals were set, staff had to meet four times for twenty minutes with their supervisors to discuss progress, changes, and completion of goals. During my first 4×20 progress chat with my library director, I realized some of my goals were too broad and thus not realistic. So I modified my goals to make them smaller, achievable and based on a time frame with measurable variables.

You need

Both supervisors and supervisees need:

  • Clear, actionable goals
  • Frequent feedback
  • Recognition of a job well done
  • Suggestions if change is needed

Feedback

Ongoing conversations with your supervisor and supervisee will improve retention and performance, and will positively impact the end product of goals. These conversations should be relevant to your performance goals citing specific actions and keeping yourself focused. In this sense, timely communication will maintain the flow of tasks and provide positive reinforcement.

Progress Chats

Setting overly ambitious professional goals is a common oversight. While thinking big shows motivation, pursuing smaller goals will help you keep focused prioritizing tasks that would fulfill these goals. Here, your progress chats will be useful to revisit your goals, prioritize work, and modify goals as needed. Progress chats will also provide the best time to share inputs on what is working well, what tasks need more strength, what could have worked better, and how to improve what needs to be improved.

What to Avoid

In order to make the experience of performance evaluations meaningful, refrain from speculations and focusing on the negative. The main idea is to keep you in the same page with your supervisor or supervisee so there will not be unpleasant surprises at the year-end review.

Year- End Review

This is the time to celebrate success, appreciate work done, define what went well, and what to do differently on your next professional goals. As a result of the ongoing progress chats and clear communication there should be no surprises. Both the supervisor and the supervisee will know where they stand.

Are you ready to set your professional goals for 2018?

 

 

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