Knowing precisely where we want to go
Fixing measurable objectives
How to define what is expected, concretely? And to be able to say, when the time comes, "yes, the objective has been reached" or "no, it has not"?
Compare
Remember
It's a question of evaluating how the co-worker might contribute concretely to reaching the company's and the department's goals. From there, determine his dedicated objectives, while being careful not to confuse expected results with the means of achieving them.
What concrete results would make us say that the co-worker has fulfilled his mission and/or has made progress?
It's a question of agreeing on what is expected and the meaning it has for them:
● Why this expectation?
● What are the stakes?
● What benefits are sought?
● What use is it to you ?
● What possible obstacles?
Co-constructing the indicators
Planning how to measure the accomplishment of the objective takes good sense and creativity:
● Check-list of quality indicators to observe
● Clients' / partners' satisfaction rate
● Scale of measurement
● Ratios, averages, standards...
A good measuring tool adds value to what is measured, and therefore to the objective!
Anticipate the monitoring
Nothing is worse than an objective set a year ago that we can barely remember...! An objective is meaningless unless we can follow its progress, and support the co-worker so that he attains it.
Once the objective is defined and its indicators of success clearly identified: determine how we will assure, regularly, that it is on track to success.
Plan moments of exchange, short ones, face to face or remotely, to mark a "stop":
● What is progressing as planned?
● What is hindering, and why?
● How to react?
● What means to apply?
Evaluation
Each question has only one correct response, but be careful: among the possible responses there is one that is "almost correct" and might make the choice harder!
1 / 3
Errors in reporting
John lacks precision in his
work, notably in reporting. What objective do you set him?
I'm setting you an objective which will be to carry
out your reporting with more rigour. ⚠
The term "rigour" isn't precise enough.
The objective should focus on an expected outcome (for example zero
errors).
One of your objectives will focus on the quality of your monthly reporting: to reach "zero error" level according to a calendar that we will define together.
✓
A measurable objective! The discussion will center on the definition of indicators (how will you verify that his reporting is without errors?) and on the "how to get there".
I would like no more than 20%
errors in your reporting.
⚠
Why 20%? A reporting is
worthless unless it is accurate. The aim is to give the colleague the means to
achieve zero errors.
The objective I give you is to
auto control the reporting before submitting.
⚠
Auto control is not an
objective but a means. And it is not the best way for the colleague to reach
the objective. It would be better to announce the desired result (zero
errors).
2 / 3
Setting a relational objective
Edward isn't very friendly with
his interlocutors. People complain they are not well received when asking for
information, following up on something they weren't able to obtain, etc. You
have raised the issue several times, but he plays it down.
What objective do you fix him?
Your objective this year is
zero complaints from both internal and external interlocutors.
⚠
This is an indicator. The
objective would be 100% interlocutor satisfaction.
I'd like you to be more
friendly with your interlocutors; we've spoken about it several times. They
complain about the way you treat their requests.
I ask you to make an effort
when communicating with them.
⚠
A Vague and therefore
pointless request: the words "friendly", "effort" lack precision. They relay a desire not an
objective.
What I am asking you is to
smile over the telephone; a smile can be heard over the phone.
⚠
This is not an objective, it's
advice...which can't be accessed.
I am setting you the following
objective: provide your internal and external interlocutors with qualitative
responses, that’s to say, respecting the criteria that we will define together.
✓
This is a measurable objective
because you will define the objective criteria: respect of the delays, zero
reminders from your interlocutors, percentage of satisfaction evaluated using
mini surveys etc. Set up regular briefings with Edward to be able to follow the development of the objective.
3 / 3
Is it a good objective?
Fiona doesn't take initiative. She occupies a role in which the expression of ideas and suggestions is expected, but she tells you she doesn't see what proposals to make. You set an objective for her: "Be proactive by submitting 1 idea each month." Is this a good objective?
This is a good objective
because "submitting an idea per month" is measurable.
⚠
The objective is measurable but "1 idea" isn't precise enough. Fiona could reach it without contributing anything of significance. You still need to describe what "one idea" is.
It isn't a good objective because "1 idea" isn't precise enough.
✓
That's right! First Fiona must understand what type of proposals are expected.
It's a good objective if it helps Fiona to identify what are potentially new ideas.
⚠
Helping her to identify what the proposals could be is a good idea. However, the objective remains poorly formulated and not very realistic.
Your score is
0/3
You finished!
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