Description

Traditional performance management spends a little time defining goals at the beginning of the year, and a great deal of time at the end of the year evaluating performance. That’s too late. Reverse the effort. The clearer you are at the beginning, the easier it will be to evaluate at the end. Be clear about what they need to do, how they should spend their time, what three or four deliverables are most important, and what behaviors they should display to have the needed team, environment, culture, and company values.