{"id":334,"date":"2019-01-04T20:53:35","date_gmt":"2019-01-04T20:53:35","guid":{"rendered":"https:\/\/www.pharmity.com\/?p=334"},"modified":"2019-01-04T20:53:35","modified_gmt":"2019-01-04T20:53:35","slug":"development-goals-the-right-way-to-keep-your-team-engaged","status":"publish","type":"post","link":"https:\/\/www.pharmity.com\/development-goals-the-right-way-to-keep-your-team-engaged\/","title":{"rendered":"Development Goals. The Right Way to Keep Your Team Engaged!"},"content":{"rendered":"
How many articles or blog posts have you read lately regarding leadership, how to keep company\u2019s employees happy and engaged? I can tell you that I have read loads and some of them are extremely good. You can see in social media how many likes they get and the hundred of comments agreeing with their content.<\/strong><\/span><\/h5>\n
But what is the problem then?<\/strong><\/span><\/h5>\n
Why are there still so many demotivated employees around?<\/strong><\/span><\/h5>\n
If you are interested to learn more, please keep on reading this article. It will teach you how to develop great development goals and make your team happier and more engaged than they have ever been!<\/strong><\/span><\/h5>\n

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\"DevelopmentWe have entered a new year, your final performance assessment evaluations should have been completed, or they are about to, and now the only thing that is left to do is set up your new performance and development goals for the new year.\u00a0<\/span>One of the key points to motivate your team and have them engaged throughout the year is to create a thorough and realistic career development plan. This plan should be revisited and updated on an ongoing basis.<\/span><\/p>\n

This is not a task that you should take for granted. It requires a lot of time of preparation, thought and empathy to make it beneficial and successful for both parties. Empathy means thoughtfully considering your direct reports feelings. A skill that unfortunately not so many people have.<\/span><\/p>\n

The Performance Management Process<\/strong><\/span><\/h3>\n

The four main components of the performance management process are part of a continuous cycle and feedback and it is not a once year event (ref. Figure 1).<\/span><\/p>\n

Performance management is not the same thing as performance review. The performance appraisal is only a part of the whole process.<\/span><\/p>\n

Performance management includes two kinds of goals: performance and development. The main aspect to understand is that performance goals will only be achieved by working on development goals because they define the skills, knowledge and experiences the employee needs to either remain effective in the current position or support the employee\u2019s ability to take on new responsibilities and grow in his\/her career. However, development goals are not always identified and rarely reviewed. Shocking, right?<\/span><\/p>\n

\"Development<\/p>\n

It is key to identify the short-term development goals<\/strong><\/span> that will contribute to the long-term professional interests of your team, their career development plan<\/strong><\/span>.<\/span><\/p>\n

You should consider the following:<\/span><\/p>\n