THE GOAL-SETTING PROCESS: ROLE OF THE MANAGER Managers should set clear expectations, focusing each employee on the right priorities, providing coaching to grow and develop the employee, and recognizing high performance. Managers should be role models.
Prepare for the discussion Ask yourself:
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Are you aware of JELD-WEN’s primary business objectives? How knowledgeable are you about the priorities of the business? Have you defined the goals for your own department? Based on their role, skills and ability, how can this employee best contribute to the profitability of the Company?
Review and Approve Goals
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You are required to review and approve your employee’s goals in eCentral. Ensure all goals follow the SMART model. *It is your responsibility to ensure each of your employees create a Goal Plan in eCentral.
Set goals with employee
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Schedule a meeting with your employee to discuss his/her goals. A guideline is for your employee to have 3-5 SMART goals. During the meeting, be sure to:
Clarify what is expected. Discuss what it looks like to demonstrate JELD-WEN’s Company Values (behaviors) on the job. Brief your employee on how you will track progress against their goals.
What’s Next? Be prepared to hold conversations throughout the year to monitor progress and provide feedback. Inform your employee if a goal needs to be modified throughout the year due to a shift in business priorities.