We have all been in the position where we have either brought new people into the organization, or have been put into a new role where it was time to write the annual objectives or the annual reviews. If it is the start of the year we are so busy with budgets and getting started that our first inclination is to tell the team members what the objectives are and then ask them to write and submit their own objectives for your review. If it is the end of the year we are so busy with the annual close that we ask them for draft self reviews for the same reasons. Admit it. We have all done it.
When these events happened to me I usually didn’t feel that my management was too busy to do my objectives or reviews. I felt I wasn’t enough of a priority in the organization for them to take the time to do it. I was busy too, but I guessed that someone had to do it and if I wanted a merit increase or a reasonable review that someone would be me.
One of the best ways to help build team commitment is to take the time to write their objectives and show them how their individual objectives and performance apply to the overall team’s objectives. Instead of treating the objective setting and review processes as necessary evils, you can turn them into a real team building opportunity by using them as a true method of communication with each individual team member. It takes more time than any of us would like, but it is the right thing to do.
When these events happened to me I usually didn’t feel that my management was too busy to do my objectives or reviews. I felt I wasn’t enough of a priority in the organization for them to take the time to do it. I was busy too, but I guessed that someone had to do it and if I wanted a merit increase or a reasonable review that someone would be me.
One of the best ways to help build team commitment is to take the time to write their objectives and show them how their individual objectives and performance apply to the overall team’s objectives. Instead of treating the objective setting and review processes as necessary evils, you can turn them into a real team building opportunity by using them as a true method of communication with each individual team member. It takes more time than any of us would like, but it is the right thing to do.
Everyone wants to know where they stand in the business and how their work is helping and applies to the organization’s progress. By sharing your objectives, and by taking the time and showing your commitment to the team by writing and reviewing their objectives you can assure both their alignment and commitment as well. When you as the leader demonstrate the importance of both the objective setting and review processes by devoting the time to personally complete them instead of delegating them back to the team, you show the team the value you place on them and the role that each member plays in the teams combined success. It means a lot. I know it did for me when my leaders did it.