SMART Goal Measure Assignment Sample

Employee Engagement Through Effective Performance Management

Introduction to SMART Goal Measure

It is important as a manager to track the progress of staff and review their performance. This will help employees organize and reassess their goals and help them track their target against their actual performance. This report highlights the key role of setting goals and monitoring of SMART goal designed for Greg, Conner, and Amaya and measuring their outcome in comparison to the goal designed. The importance of goal setting by emphasis on time management and productivity management is described.

Monitoring SMART Goals

Performance is monitored throughout the review period as two-way communication. 

Monitoring performance for all 3 employees by job responsibilities and smart goals against actual performance will assess their performance and progress. Using the actual plan to track achievement by a milestone for defined performance goals.

Redefining performance goals and update on performance expectations met during the period of each employee through monitoring will be a major aspect. Monitoring performance will be through formal and informal approaches such as the written reports of the periodic assessment, employee-manager meetings. Spot checking progress as part of continuous evaluation and monitoring will help in identifying the work performed by the staff, behavior assessment, and dedication towards work will assess the barrier if any observed (Bianchi, 2016). The task management is characterized by three SMART goals for immediate actions and non-urgent classification that help in focus towards the employee assistance and understanding the task performance and progress towards the SMART goal. The ongoing feedback will help in clarifying expectations and performance standards expected from the employee. The milestone as a benchmark will help in individual status monitoring that will be used to measure the cumulative performance of employees. The open communication dashboard will be used to monitor progress via the daily submission reports to the respective training facilitator for learning and development, skill development, food, and beverage head operations. This will give a real-time update for daily performance for all three staff to monitor the changes undertaken and improvement. A monthly review will help in tracking performance and motivating employees through direct communication on their performance (Bianchi, 2016). The daily submission report and facilitator feedback will be monitored jointly by my supervision and HR. Performance records for each employee will be maintained in separate files. The face to face communication as the mid review will be undertaken on employee key learnings, goals elimination if required, and employee feedback. This will ensure that two-way communication is established and employees can reach out to the manager directly for his concern and feedback to adjust or adapt to change for the schedule to improve their overall performance and help in achieving organizational profitability as wait staff. The monitoring will be effective through a continuous process. The weekly monitoring will help in check progress and any problems that the three staff may have encountered. The timeline for monitoring for goals will be daily on the documented reports through the reconciliation of reports, training session feedback, and participation by the L& D Department for Greg. Conner’s performance will be monitored through customer retention list from daily reconciliation, training programs, and customer feedback. Amaya’s s performance will be monitored through customer signup on food and beverage list, service quality, and onboarding on staff training.

Coaching and Feedback

The coaching process will help in motivating employees in achieving their goals and help them work on strength. The skill development program progress, guest handling for employees through coaching and feedback will help to create a mutual exchange of information for providing constructive feedback and recognizing excellence while working towards SMART Goals. The open communication channel through daily monitoring is effective in identifying and monitoring progress (Forbes, 2020). In case the employee overachieve his performance and wish to enroll in the similar training program gain to polish its culinary skills and people management skill reassessment will be done, similarly for non-participation report through daily submission report shows negative and non –attendance by the firm as a manager re-pooling of staff in the evaluation of skills and performance assessment as the mid review will be undertaken and new action plan will be drawn.

Identifying Outcome

Greg’s performance

Greg has displayed punctuality in the majority of the goals designed or him. His performance previously has been average and has moved to category Good. The training has given a boost to his confidence and has resolved in his interactions with the client.

Conner’ performance

Conner’s’ communication skill has improved and the SMART goal for customer service and quality has been achieved. His attitude has gradually improved which was displayed through service quality achievement. Conner has successfully achieved all his goals.

Amaya’s performance

Amaya has successfully achieved all 3 SMART goals. She has displayed superior service standards, her professional growth through service program has been exceptional simultaneously trainee mentored have been allocated new department for further progression.

Goal Setting as A Motivational Tool

The key importance of goal setting involves planning for the future that adapts individual in creating actions and skill enhancement for developing actions for future bolsters. Goal setting instills challenge and a purpose in the task that was perceived as tedious work. The psychological outcome of setting goals includes enhanced interest in personal effectiveness. A wide range of performance is established through goal setting. Reward as goal achievement channelize the confidence by designing goals aligned with achievable and the time frame in the matrix designed for staff (Sutton, 2018). Goals as an initiative impact long term decisions with work design that helps in time management to stimulate staff to use efforts in working. As a manager monitoring team performance and work efficiency, goals act as a self-regulatory mechanism or team to align tasks and key objectives as descriptive for the expectations desired from the persona/professional goal. The goal-setting theory states that goal setting leads to better performance through motivation and efforts and improving feedback quality (Mone, 2018). A goal set for employees in work design has a motivating impact on the organization of work and discovering knowledge for work. Achievement of goal requires employee commitment to focus on systematic problem solving and developing a plan of achieving the objective set at the designated time. The goals help in developing performance action that will benefit the organization in the long term. The productivity improvement and development of a skill set has positive impaction performance level and will lead to performance attribute for the annual appraisal cycle and monetary reward by the company. The time duration of goal drawn helps in improving the performance of the individual.

Conclusion on SMART Goal Measure

Monitoring performance on regular contact basis will help in monitoring the progress of employees. Goal setting as a key objective in improving performance standards and a positive impact on performance through observation for the future outlook. The daily submission report as an activity log will act as monitoring progress for documented evidence as opposed to directly reaching out to employees on single activity undertaken daily. The productivity improvement directly impacts the personnel's work that is linked to monetary and intrinsic reward structure. The extensive review program will be a part of the outcome evaluation process for supportive facility creation through training programs, fellow staff monitoring, and improving customer service in daily operations. Clear goals will assist individuals in motivating them by aligning their desired objectives and expectations form the role with a performance measure.

References for SMART Goal Measure

Bianchi, C. (2016). Dynamic performance management. Springer publication

Forbes. (2020). 6 ways to reinvent your company’s performance management. Retrieved from https://www.forbes.com/sites/ericmosley/2020/01/30/6-ways-to-reinvent-your-companys-performance-management/#7a1ee20eb865

Mone, M.E., & London, M. (2018). Employee Engagement through effective performance management: A Practical Guide for managers. Taylor and Francis

Sutton, A. (2018). People Management and the organization. Springer nature limited

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