Hi everyone
I'm maximising the meaning of our new 'DPG network' and asking for work related help after only 1 day! I need to write a development piece for Snr / Line Management regarding setting objectives and expectations for 2014. This is to be pitched at a higher, more meaningful level than 'this is how you write a smart objective' and be focussed more on the process of developing objectives that are aligned to organisational / functional goals and what the subsequent cascade process looks like to gain buy in. Does anyone have any exisiting training material on this topic they'd be happy to share as a starting point? MUCH appreciated if anyone can help :-)
Replies
Hi Mike
Thanks for your message, much appreciated. I have recently (3 weeks ago) joined BSI Group and we are soon about to go live with our PDR process (similar to that you described below so we are fully geared up for success in 2014). I am supporting the development of some training to accompany this year's roll out and while I have lots of info on the process and SMART objectives was just looking for some pointers on how to articulate / visualise something meaningful on ensuring organisational and individual goal alignment - there is no major development need for the mgt just best practice really to reinforce and ensure this is front of mind.
Have started on this today so hopefully will be further along tomorrow - was just looking for some inspiration!
Thanks for your time.
Kind regards
Sian
Cool sounds like a great project and one that could have a big and long lasting impact.
Check out these links for some inspiration...you may be able to take some stuff from these resources
http://www.nationnews.com/articles/view/7-ways-to-align-employee-an...
http://www.ilr.cornell.edu/cahrs/research/upload/Round-3-Albuijan-a...
http://www.apsc.gov.au/publications-and-media/current-publications/...
http://www.trainingmag.com/content/establishing-alignment-employee-...
http://www.wikihow.com/Align-Employee-Development-and-Goals-With-Co...
Mike
That's brilliant thanks Mike - there's some great stuff in there, also found some useful bits on CIPD.
Thanks again,
Sian
There is a lot of change in my workplace as we have new owners, so it is all exciting. Unfortunately all the change has delayed many of our routine activities ( such as pdps) and has also reduced the engagement we have had with our senior leadership team (SLT) We still have a lot to learn before we can move forward meaningfully with our objective setting. Hopefully the feedback to the SLT will help to ensure we get the level of engagement we are hoping for.
We are also hoping for some 'training sessions' on our new pdp process.
:)
Hi Sian,
Thanks for sharing this and I hope we can get some conversation / discussion going about it that helps. Let me pose some questions to help us understand a little bit more about what you're trying to do:
One of the things that worked quite well in my old job was to do a 1 up 2 down approach e.g a senior manager would have his objectives defined through the business strategy or CEO objectives which in turn the manager below would create his objectives based on his managers all the way down to first line manager. This would mean that all objectives can be linked back the business strategy and would be transparent in terms of accountabilities and performance management.
All objectives had to be set by end of January so the plan was clear for the rest of the year. We also revisited objectives every quarter and revised / revisited them in line with any changes in the business so we were flexible and could adapt as the business demands changed / evolved.
Mike