The more comprehensive the better goal?

Many enterprises designed to target large, more than 10-point, Deloitte and Touche to performance, work habits and work discipline, or even three Wujiangsimei love everything sale, and every part of a certain weight. This goal may seem detailed, a person can fully reflect the true performance, in fact eyebrows beard Yi Bazhua. Too many goals, employees will not only lose focus, but not easy to breed mentality. They will think: After all, a goal only a fraction of the weight, not really.

Therefore, in the design when it is necessary to highlight key goals, to focus on tilt. Now often used is the key performance indicators (KPI), through the posts critical success factors, key responsibilities of the output of the enterprises that KPI, to grasp the core and key employees. Generally speaking, the design goal of 3-5 can, to ensure that its targets to cover 80 percent of the work. At the same time, a key goal in the entire goal of absolute weight, so as to arouse sufficient attention to ensure that enterprises can successfully completed the major work.

In addition, the rules and regulations can be used to check the work, you do not need a separate assessment objectives. For example: staff regulations and discipline, such as late leave early, related systems for punishment, and then a double penalty on the assessment.

Daily routine, simple, do not need to set goals, such as: telephone, cleaning, summing up plans, such as regular meetings. These efforts are necessary to complete the goal or assist the process, the results of their work can be reflected in the goals, you do not need another examination. Here will encounter a problem, no assessment of the work, the staff will not do, how do » At this time we can increase the capacity of attitude assessment, and strengthen the system and cultural development, or to charge a temporary weight, and other measures to avoid such a situation.