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Setting Mutual Expectations

The document discusses setting mutual expectations and performance criteria between managers and employees. It recommends managers describe the job and link it to organizational needs, share work style expectations, identify what the employee needs to maximize performance, establish priorities, check for understanding, and establish progress checks. It also advises making expectations specific, measurable, attainable, relevant and timely. Performance measures should be integrated into the planning process and criteria should assess achievements, knowledge, behaviors, upholding of organizational values, and day-to-day effectiveness.

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Divya
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291 views7 pages

Setting Mutual Expectations

The document discusses setting mutual expectations and performance criteria between managers and employees. It recommends managers describe the job and link it to organizational needs, share work style expectations, identify what the employee needs to maximize performance, establish priorities, check for understanding, and establish progress checks. It also advises making expectations specific, measurable, attainable, relevant and timely. Performance measures should be integrated into the planning process and criteria should assess achievements, knowledge, behaviors, upholding of organizational values, and day-to-day effectiveness.

Uploaded by

Divya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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SETTING MUTUAL

EXPECTATIONS &
PERFORMANCE CRITERIA

Divyashree.M, Assistant Professor, GIM 1


Planning Managee Performance and Development
Establishing Mutual Expectations for Performance &
Development

Role Description.

Special and Development Assignments.

Performance Standards or The Best


Achievement.
Outcomes of the Most Recent Stocktaking.

Divyashree.M, Assistant Professor, GIM 2


HOW TO SET EXPECTATIONS
Describe the job in terms of major outcomes & the link to

the organization’s needs.


Share expectations in terms of work style.

Identify what the managee needs to maximize performance.

Establish priorities.

Check for understanding.

Establish progress checks.

Divyashree.M, Assistant Professor, GIM 3


PERFORMANCE PLANNING – SETTING
EXPECTATIONS
SPECIFIC What is the desired outcome?
MEASURABLE How will you and your staff member
know if the desired outcome has been
achieved?
ATTAINABLE Have you and your staff member
discussed and reached consensus on
the outcome?
RELEVANT Are the assignments relevant for the
position? Are they aligned with
department or organizational goals?
TIMELY When will the result be achieved?

Divyashree.M, Assistant Professor, GIM 4


Divyashree.M, Assistant Professor, GIM 5
How can performance measures be
integrated into the planning process?

Divyashree.M, Assistant Professor, GIM 6


CRITERIA FOR ASSESSING PERFORMANCE
The criteria for assessing performance should be balanced between:

● achievements in relation to objectives;

● the level of knowledge and skills possessed and applied


(competencies);
● behaviour in the job as it affects performance (competencies);

● the degree to which behaviour upholds the core values of the


organization;

● day-to-day effectiveness.

Divyashree.M, Assistant Professor, GIM 7

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