Performance

Objectives

Made Easy

By Joan Henshaw

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Table of Contents
About the Author

Introduction
Using Performance Objectives as the Foundation of
Effective Management

Tip 1: Use only performance objectives that will

significantly improve performance

Tip 2: Use what you have already (and stop

reinventing the wheel!)

11

Tip 3: Have your employees write the performance

objectives

12

Tip 4: Use the performance objectives again, and

again, and again!

13

Summary

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About the Author

Joan Henshaw has been working as a management trainer, consultant
and coach for the past 15 years. She works with business owners,
managers, team leaders and supervisors helping them to develop their
effectiveness in managing and improving employee performance
She specialises in helping her clients to refine and improve the way they
motivate their staff, and specifically how they motivate their staff to high performance using
performance objectives
She has worked in a wide range of industries from financial services to security services
and manufacturing to museums. She works with businesses of all sizes from major blue chip
companies to small business enterprises and with large public sector organisations. Her
clients are based both in the UK and worldwide.
Joan is the author and presenter of the 10 Minute Management Toolkit an online
management training video series - visit www.Managing-Employee-Performance.com for
more details.
She is also the author of Instant Performance Objectives. 200 Performance Objectives and
How to Use Them, a ground breaking eBook she created specifically to help managers,
business owners, supervisors and team leaders in the workplace. For more details visit:
www.Performance-Objectives.com

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Introduction
Performance objectives are an amazingly
effective tool for improving employee
performance and employee job satisfaction.
They make managing employee performance
not only more effective - but much, much
easier.
Theyre a tool that managers, just like you, can use again and again not just for improving
and managing performance but also for:

improving career development discussions

effective employee training and process improvement

In short, theyre dynamite!!

But, its fair to say, identifying the right performance objectives and then writing those
objectives in clear, action focused language is very time consuming, difficult and (lets face
it) sometimes downright boring! You may find its often one of those jobs that although
important just never gets done.
This means youll be missing out on a great management resource and thats exactly why I
created this 100% FREE report just for you! But, before we get into the how of identifying
and writing performance objectives lets start by getting clear on the what and the why
Just what are performance objectives?
Performance objectives are simple written
descriptions of what good performance in the
job looks like; performance related to the what
of the job the quantity, quality and time
elements and to the how of the job the
behaviors.
Your employees need to know exactly what
they need to do in order to help your
organization meet its goal and performance objectives will help you do just that.
In fact, you absolutely must understand performance objectives so you can identify and
define clearly what good performance for your employees job role.
Id like to share some interesting research with you, so you can really appreciate how
performance objectives can and will improve employee performance and job satisfaction.
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So why are performance objectives so important?

Research shows us that:
1. When employees have clear objectives with effective measures their performance
improves by over 30%. Now, imagine what a difference 10%, 20% or even 30%
improvement in performance would mean you to YOUR results, YOUR team and
YOUR business? An awful lot, I would imagine!
2. Team members who know whats expected of them are found to be both more
productive and profitable with higher satisfaction ratings than those who dont.
3. Employees who reported feeling lack of any real commitment to their job, gave the
main reason for this as not knowing what was expected of them.
Can you see why performance objective are the easiest way to help your employees
understand what is expected of them?
In short, they improve performance of the employee
and of the business. Not only that, they also improve
employee motivation and job satisfaction. And theres
more...
So what about you as the Manager?
A couple of key points:

Getting clearer on what you want from your employees, means youll get more of
what you need from them. Dont make the mistake many business owners and
managers make by assuming your employees know whats expected of them.
Perhaps they should but they often dont.

Your employees will struggle to give you what you want if they are unclear of your
objectives. This causes so much frustration in the workplace, time and again we
hear unhappy employees say, I just want to know what my boss wants from me.
Why doesnt he/she just tell me?

By agreeing on performance objectives with your employees youre putting the

foundation stones in place to ensure effective employee management. Without
them youll struggle to give your employees the feedback they want and indeed,
need (and tell us they want a lot more of).
OK, hopefully youve got a better idea of the what and the why in using performance
objectives to improve your employee performance and job satisfaction.
Lets now look at how you can use them make managing people a whole lot easier for
yourself.
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Using Performance Objectives as the Foundation of Effective Management

Managing peoples performance is so much easier when you apply a structured and planned
approach an approach based on research and best practice on what effectively managed
actually means, which is:
Making your expectations of your employees clear
Helping employees connect their efforts to the mission and purpose of your business
Frequently giving feedback and recognition
Encouraging development and helping employees match their abilities to their role
Showing care, interest and concern for your employees
A simple approach is to visualise our description of effectively managed as a step by step
management system:
The effective management system

Planning performance
1. Identifying, writing and agreeing
performance objectives.
Making expectations clear
2. Discussing how the objectives contribute to
the business goals.
Ensuring employees connect their efforts to
the mission and purpose of the business

Managing employee satisfaction

5. Discussing the employees job
satisfaction. Planning to take action to
improve satisfaction.
Showing care, interest and concern

Development planning
4. Discussing the employees
development aspirations and objectives.
Planning development activities.
Encouraging development and helping
staff match their abilities to the role

Managing performance
3. Monitoring and measuring performance
against objectives so that you are...
Providing ongoing, regular and specific
feedback on performance. Identifying and
acknowledging outstanding performance
and any areas for improvement.
Frequently giving feedback and recognition

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What you can see from our model is how performance objectives are the foundation of
effective management. By planning to use performance objectives as part of a structured
management approach you make the whole issue of managing peoples performance (and
improving their job satisfaction) much easier
But of course, we are still left with the issue of the amount of time, effort and energy it
takes to identify and write performance objectives. Lets move on to look at my top tips for
Saving time
Saving effort and energy
You can find out how to monitor and measure performance against objectives and how to
provide on-going, regular and specific feedback on performance in my e-book titled
Instant Performance Objectives by visiting www.performance-objectives.com

Tip #1: Only use performance objectives that will significantly improve
performance
Many managers and business owners make the
mistake of assuming they have to be applied to each
and every part of the employees job role.
They dont in fact; the best way to use
performance objectives is to focus only on those that
will improve employee and business performance.
Heres a way to identify those objectives:

The 4-Step Process

Step 1
Take a blank sheet of paper and write down as many answers as you can think of to this
question: What do I want from the people I manage?
Feeling stuck?
Have a look at these attributes provided my business owners and managers Ive worked
with previously:
Examples of attributes managers would like from their employees:
o
o
o
o

Good interpersonal skills

Meets targets
Works well under pressure
Great with clients
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o
o
o
o
o
o
o
o

Follows procedure
Meets deadlines
Accurate work
Team worker
Open to change
Good time management
Solution focused
Creative

Step #2
Now make a list for each one of your employees and delete any attribute the employee is
already demonstrating to the standard you are satisfied with.
Step #3
You should now be left with the list of he attributes your employees are NOT currently
demonstrating. In short, you need something from your employee that they are not
currently giving you.
Step #4
For each attribute left on your list ask yourself this question, Have I clearly described to my
employee what I mean by this attribute?
Say, for example, you still have Good interpersonal skills on your list
for a particular employee, you need to ask yourself if you have
clearly described to him/her what you mean by good interpersonal
skills?
If you still have Meets targets on your list, have you specifically
described those targets?
Lack of clarity could be the problem
Lack of clarity on expectations is the single most important reason why employees dont
perform to the standard their managers require.
This is why writing and agreeing performance objectives for these attributes are so vital
when you are seeking to improve employee performance.
Now you have identified those attributes you are not seeing demonstrated by the
employee.
You can use specific performance objectives to clarify your expectations with them and to
seriously improve their performance. Lets look at an example.
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Heres an example of an incorrect and a correct way to clarify expectations:

Lets say for this exercise you want your employee to be a better team worker
Scenario 1 (incorrect way)
You say to Jack, your employee, I want you to be a better team worker Jack, to support the
team more, to be more of a team player.
Jack replies: Err, OK (whilst thinking What on earth does that mean?)
Result: Nothing happens no improvement in Jacks performance
Scenario 2 (correct way)
Conversation between you and Jack:
Hi Jack, Id like to have a chat with you about the way we are currently working together as
a team and to explore how we might improve this. As Im sure you know weve got some big
challenges facing us as a business including increasing our client retention rates.
It seems to me that if we can improve the way we work together as a team, we can improve
our efficiency so that we improve the service we give to our clients, and so improve staff
retention.
As a start point, I think we need to understand what effective team work looks like in
practice. So Id like to share an example of the performance objectives Ive got here with you,
so that we can agree what you need to do differently...
EXAMPLE PERFORMANCE OBJECTIVES for TEAM WORK
Consistently demonstrate:
1. You can explain the team objectives and your role in meeting those objectives
2. Meeting your own objectives
3. Identifying when other team members need help or assistance and offering that help and
assistance
4. Full participation in team meetings and events by:

Preparing for team meetings and events reading the agenda, looking for areas where you
can contribute to the discussion, researching (if appropriate) e.g. looking for data the team
would find useful

Contributing to team meetings and events talking through ideas at the appropriate time
(when the agenda item is reached or when asked), making points clearly, checking that other
team members have understood what has been said

Demonstrating listening - not interrupting, building on others ideas, asking questions

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5. You take action to identify ways in which the team can work together more effectively
6. You identify and share knowledge and expertise that other team members can use to improve
performance
7. Effective use of team resources time, knowledge, expertise, physical resources (materials,
equipment etc.) AND WHEN
8. Any feedback from your team members is positive

Can you see the difference having team work described as a range of performance
objectives can make? How you can achieve the level of clarity with your employee that
improves performance and satisfaction?
Do you see how you can use a range of objectives to make the discussion with your
employee a collaborative one?
Its a common misunderstanding that you need to impose performance objectives you
dont - if you have a range of objectives you and your employee can work with (see Tip 3 for
more information on this).
The simple principle here is that your employees cant give you what they dont know you
want. The whole purpose of performance objectives is to ensure that your employees know
exactly what they need to do.
You can find a full, comprehensive list of over 200 Performance
Objectives (describing attributes) in my instantly downloadable eBook
Instant Performance Objectives by visiting: www.performanceobjectives.com which includes a wide range of objectives for:
Change management
Client management
Interpersonal skills
Management skills
Organisational skills
Personal Effectiveness
Recruitment Skills
Team Work

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Tip #2: Use what you have already (stop reinventing the wheel!)
Im guessing by now youre really seeing the benefits of describing to
your employees what you want and need as performance objectives,
right? So, youll know if you want your employees to be more open
to change you need to describe, specifically, what open to change
looks like in practice.
If you want them to be more creative you need to describe what
you want to see them doing (because performance objectives are all
about describing what you want your employees to do, remember?)
But where do you get these descriptions from?
Now, you could sit down and ask yourself the simple question what does it look like?
So, what does open to change look like in practice? What does creative look like? How
about solution focused? or interpersonal skills?
Can you imagine how long its going to take you to write, edit, and re-write your
descriptions as performance objectives and clear, action focused descriptions?
Too long!! I know you just dont have time to do this
So thats why I suggest you take a good look at the resources you already have in your
business that describes the behaviors you want your employees to demonstrate (and more
importantly, you can easily edit into performance objectives).
Ive prepared a list for you of examples of resources managers typically use:
Resources to help you write performance objectives

Job descriptions
Person specifications
Performance standards
Competency descriptions
Handbooks (e.g. staff handbook)
Guidance notes
Training manuals

Be curious! Find out:

What other managers use
What your manager/director uses
What resources your HR department could give you
Its all about making use of whats currently in place without reinventing any wheels

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If you DONT already have these resources in your business then take a look at my e-book
Instant Performance Objectives. 200 Performance Objectives and How to Use Them by
visiting: www.performance-objectives.com

Tip #3: Have your employees write the performance objectives

Not only is this a great time-saving device (on the basis your employee is writing the
objective and you arent!) there are also a whole range of other benefits to encouraging
your employee to write their own objectives, as follows:
1. It answers the question havent we moved on?
One of the reasons managers and business owners are put off using performance objectives
is because they feel objectives have to be imposed on their employees. You often hear them
say, Havent we moved on from telling our employees what to do? My answer is, Yep, we
certainly have!
There are few employees who need performance objectives imposed on them (possibly the
new starter and the underperforming employee) the majority wouldnt thank you for it.
But the majority of employees do want clarity. A real benefit of asking your employee to
write their own objectives is that you achieve that clarity without the
telling.
2. We are more committed to objectives we co-create
I guess its obvious that most of us are committed to anything (plans,
strategies, actions etc) that we are involved in creating. Objectives are
just the same.
3. Your employees objectives may be more stretching than yours
Its something of a phenomenon Ive observed when employees are asked to describe what
effective performance looks like for an element of their job as a performance objective
theyll often describe it at a higher level than their actually manager did. I cant guarantee
this will happen to you but it just might!
OK, so how do we encourage our employees to write their own objectives?
At the risk of heavily banging my own drum I have to say the easiest way is to give them a
relevant objective from my e-book Instant Performance Objectives and ask them to; edit,
amend, improve, add until they are satisfied that they have a clear description as a
performance objective of what good performance looks like for that attribute (of course
they may just want to cut and paste the objective!)
WHY? Well, because
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a) Its so much easier to write a performance objective by editing someone elses work.
After all, who has the time and energy to start from scratch and begin with a blank page?
b) All the objectives in my e-book are based on best practice research. For example, the
objectives written for Team work are based on extensive research on what effective teams
do. The objectives related to Effective Time Management are based on extensive research
on best practice in time management.
This means that the objective your employees come up with will be based on best practice,
and thats got to be a good thing!
Alternatively, you could give them the documentation youve found using Tip 2 and ask
them to write an objective using based on that.
Introducing the idea of your employee writing the performance objective(s)
It goes without saying; youll have to explain to your employee why you want them to write
the objective (s). Youll need to explain the purpose of the performance objective and why
its important to the business that the employee achieves the objective (which gives you an
added bonus of meeting an employee job satisfaction need because we know from research
that employees want to connect their efforts to the mission and purpose of your business)
In short, they want answers to the questions: Why am I doing this? How does my work
help our business be successful?
Take a look at Tip 1, Scenario Two and youll see how I demonstrated this:
weve got some big challenges facing us as a business including increasing our client
retention rates. It seems to me that if we can improve the way we work together as a team
we can improve our efficiency so that we improve the service we give to our clients, and so
improve retention
I explain in depth in my e-book Instant Performance Objectives how to communicate
objectives in a way that motivates our employees to meet those objectives. I also explain
what to do if your employee writes an objective that you dont agree with! Find out more at
www.performance-objectives.com

Tip 4: Use the performance objectives again, and again, and again!
Typically we use performance objectives for improving employee performance (and they
certainly do!). Did you know you can also use performance objectives:
To make career development discussions much easier and more effective?
As an employee training tool?
As a process improvement tool?
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Here are some examples:

Career Development
Id like to ask you if youve experienced this tricky management situation; your employee
wants to talk about promotion to the next level. You dont think they are ready. How can
you tell them?
I remember dreading having this conversation as a
manager. Who wants to run the risk of disappointing
an ambitious employee, to burst their bubble, to
say (in effect) Youre not quite good enough? Not
me and, Im guessing, not you either. The good news
is you dont have to. What you can do is help the
employee see for themselves they have some
development work to do before they are ready for promotion. Ive learnt the easiest way to
do this is to use performance objectives. Heres how:
Step 1: Use performance objectives to describe the role
Often when our employees look up to the next level (to the role they aspire to) they dont
see all the role entails. They sometimes think the next level role is very similar to their
current role (but with better pay, perks and a fancier job title!).
The first step then is to help your employee understand what the next level role entails and,
specifically, what is different about that role. The easiest way to do that is by using
performance objectives.
Let me explain using an example:
Your employee is looking for promotion to a role that requires a significantly higher level of
proficiency in: a) time management b) client servicing c) negotiation than their current role.
For each of these areas you need to help the employee understand:
a) Why a high level of proficiency is so important to the next level role
b) What specifically you mean by a high level of proficiency
For a) its usually as simple as saying something like one of the key differences between your
current role and the next level is in client servicing. This is because in that role one of your
key responsibilities would be to help clients understand our products and how they can help
them in their business so that we can retain clients and build long term relationships with
them
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For b) the easiest way to explain what you mean by, for example, a high level of proficiency
in client servicing is to use performance objectives.
This is simply because performance objectives describe in clear, action - focused language
what effective performance looks likes.
So you can then go on to say let me explain exactly what I mean by client servicing using
these performance objectives
Overleaf youll see a range of objectives you could use (taken from my e-book Instant
Performance Objectives):
EXAMPLE PERFORMANCE OBJECTIVES for CLIENT SERVICING
Consistently demonstrate:
1. A full understanding of the clients business
2. A breadth and depth of knowledge of our services / products
3. Applying sound professional practices (as agreed / set down in ...)
4. Providing advice which peers / manager would consider appropriate
5. Producing accurate advice / strategic plans that address the clients needs
6. Applying a range of strategies which have contributed to developing long-term
relationships with clients
7. Effectively using time and resources so that commitments made to the client are achieved
and deadlines met
And when
8. Any client feedback is that they are highly satisfied with the service you have provided

Step 2: Evaluation
You can now ask your employee to evaluate themselves against the objectives that you have
decided describe effective performance in the job the next level role. You may need to ask
them for evidence of their assessment examples and samples.
So if they say they can apply a range of strategies for developing long term relationships
with clients but you have seen no evidence of them having done that you would simply ask

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the employee for some examples or samples. You may also need to give your feedback,
again with evidence
Step 3 Identifying the gaps
Together you can now identify the gaps between where they are (based on their, and your,
evaluation) and where they need to be (the objectives)
Step 4 Identify and plan the development
Now you and the employee would identify 2 or 3 things they can begin improving on and
how they will do this
As an Employee Training Tool
Lets assume you want to train some of your employees in how to network more effectively.
Lets also assume you have a copy of my e-book Instant Performance Objectives (or some
other competencies or performance objectives describing effective networking).
You could simply use the Networking performance objectives as the objectives for the
training session.
Heres an example:
SAMPLE PERFORMANCE OBJECTIVES for NETWORKING
Consistently demonstrate:
1. Identifying the objectives for networking e.g. meeting prospective clients / media
contacts / volunteers / employees
2. Planning network activities to meet the identified objectives
3. Attendance at networking events
4. Prepares for networking events by a) researching event attendees and identifying
network opportunities b) defining objectives for the event e.g. to collect contact details /
agree a meeting with identified prospects
5. Achieving the objectives identified
6. Using a system to record and manage contact details obtained
7. Using a planned approach to contacting prospects

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TRAINING OBJECTIVES for NETWORKING

By the end of the training session employees will be able to:
1. Identify the objectives for networking e.g. meeting prospective clients / media contacts /
volunteers / employees
2. Plan networking activities to meet the identified objectives
3. Prepare for networking events by a) researching event attendees and identifying network
opportunities b) defining objectives for the event e.g. to collect contact details / agree a
meeting with identified prospects
4. Use a system to record and manage contact details obtained
5. Use a planned approach to contacting prospects

You can then simply design and deliver your training to meet the training and performance
objectives
The added benefit of using performance objectives as a training tool
One of the key challenges in employee training is ensuring the learning from the training
transfers into the workplace and that employees actually do something different as a
result of the training. A neat way to manage this is to hold a meeting with each employee
following the training in which you a) agree the performance objectives and b) how you and
the employee will monitor performance against the objectives
Process Improvement
Lets say you have decided to use the performance objectives from my e-book Instant
Performance Objectives for Managing employee performance with your team leaders. You
know that these objectives are based on best practice research and you see that one group
of objectives focus on the quarterly review meeting:
SAMPLE PERFORMANCE OBJECTIVE FROM MANAGING EMPLOYEE PERFORMANCE
Holding quarterly review meetings with each employee during which;

The employee is invited to review their performance against the agreed objectives

Feedback on performance against the objectives is given

Performance objectives are reviewed and amended as necessary

Areas for development are identified and agreed upon

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The employees job satisfaction is discussed and any areas for improvement
identified and, where possible, actions agreed

So you simply decide to incorporate quarterly review meetings into your performance
management processes.
In short, you can evaluate any number of your processes against the performance objectives
in the e-book in order to make improvements and bring your processes in line with best
practice

Summary
1. Research shows that;

Having clear objectives with effective measures improves performance by over 30%.
What difference would 10, 20 or even 30% improvement in performance make to
your results, your team, your business?

Teams who say that they know what was expected of them are found to be both
more productive, more profitable and had higher satisfaction ratings than those who
didnt. Performance objectives are the easiest way to help your employees
understand what is expected of them.

Employees who say they lack any real commitment to their job give one of the key
reasons for that lack of commitment as not knowing what was expected of them.

2. Performance objectives are the foundation of effective people management

3. You only need to use the performance objectives that will significantly improve
performance
4. You can delegate writing performance objectives to your employees
5. You can also use performance objectives:
To make career development discussions much easier and more effective
As an employee training tool
As a process improvement tool
6. You can save yourself an enormous amount of time and effort by using my e-Book
Instant Performance Objectives. 200 Performance Objectives and How to Use Them
where you will discover:
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 Performance objectives for the quantifiable - the quantity, quality and time elements of
the job such as:
o Money
o Deadlines
o Accuracy
o Speed
That you can cut, paste, easily adapt and use today
Performance objectives for those attributes you want and need your employees to
demonstrate. Imagine being able to improve your employees performance by having
at your fingertips clear, action focused descriptions - in areas such as:

The ability to work under pressure

Effective time management
Creativity
Effective decision making
Networking
Being solution focused
Effective team work
Dealing with conflict
Client servicing
New business and fee generation
Presenting to clients

Coaching
Delegation
Managing staff performance
Assertive behaviour
Dealing with requests
Receiving feedback
Effective telephone communication
Communicating change
Managing reactions to change
Being open to change
Presenting a case for change

Not only will you have 200 Instant Performance Objectives but Im going to show you
exactly how to these performance objectives to improve employee performance and
satisfaction and business performance. Ill show you;
How to identify which of these 200 performance objectives
will give you the best possible results in improving
performance
How to discuss the performance objectives with your
employees in a way that gains their total commitment to
achieving the objectives
How to monitor and measure actual performance against the
performance objectives
How to give the type of feedback on performance that your
employees want and need and that seriously improves
performance
Instant Performance Objectives 200 Performance Objectives and How To Use Them
To ORDER TODAY and get started visit: www.Performance-Objectives.com
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