Mar
03
2008
admin
In a recent email to me, mezhermnt subscriber Corina from Hong Kong asks:
“This will be the first year my company uses the SMART approach to do performance management. As a manager, I am supposed to set up measurable objectives for my subordinates. It’s not a problem for me to set up measurable objectives for my assistant managers as they have deadlines to meet. But when it comes to my secretary and the clerical staff, I am not sure how to set measurable goals for them as their duties are very routine and tedious. Could you give me some examples?”
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Tags: balanced scorecard, business goals, key performance indicator, KPI, metric, performance measure
Jan
31
2008
admin
In a recent email to me, mezhermnt subscriber Corina from Hong Kong asks:
“This will be the first year my company uses the SMART approach to do performance management. As a manager, I am supposed to set up measurable objectives for my subordinates. It’s not a problem for me to set up measurable objectives for my assistant managers as they have deadlines to meet. But when it comes to my secretary and the clerical staff, I am not sure how to set measurable goals for them as their duties are very routine and tedious. Could you give me some examples?”
Share This
Tags: balanced scorecard, business goals, key performance indicator, KPI, metric, performance measure