HR often struggles with effective goal setting, but ineffective goals make each part of the performance management process — ongoing check-ins, assessment and calibration, and reviews — more difficult. The result is poor employee performance, lower engagement and missed business goals.
“To ensure business performance consistently outpaces expectations, HR leaders need to get the goal-setting process right at the beginning of the year, rather than waiting to address the previous 12 months of performance at the end of the year,” says Brent Cassell, Vice President, Advisory, Gartner.
