Content

• Steps
• Tips

Performance tasks are often used to simplify the process of achieving a goal. Defining precise performance expectations helps ensure that everyone understands what to expect and what the final results should be. The goal setting process also stimulates discussions during which project participants can agree on goals. The format of written performance tasks can vary widely. Some companies develop detailed forms for filling out performing tasks. Others use part of their performance review documentation to create performance tasks. Smaller companies often write performance documentation from scratch as part of a performance review and / or remuneration process. Here are some tips on how to compose performance tasks.

Steps

1. 1 Document the end result. Determine what the desired outcome or outcome will be if you successfully achieve your performance goals. For example, if you are looking for an employee with “excellent written communication skills,” consider how these skills will be applied specifically. For example, an employee will write notes clearly instructing other employees about safety rules; organize communication with suppliers by e-mail in such a way that there is always a sufficient number of necessary products at hand; or create compelling advertisements that increase sales.
2. 2 Record how the performance of each task will be measured. Determine the way in which you can learn about the achievement of the goal. For example, the performance score of an employee in charge of safety briefing can be measured by counting claims of company employees for compensation for safety related damage. A student whose goal is to understand how to grow a plant from seed can be expected to grow a tomato from seed to fruit. Choose goals that can be calculated.
3. 3 Results should be achievable. One of the main goals of performing performance tasks is to motivate people to achieve success. Tasks the outcome of which the person cannot influence have the opposite effect.Write down that the personal contribution of the employee, rather than external factors, will be the main indicator in achieving the goal.
4. 4 Set realistic goals that match the skills of the person in question and the resources available. List the specific resources and assistance the person will receive to achieve the goal.
5. 5 Record how personal performance objectives relate to larger organizational goals. Individual tasks for employees, for example, must be directly related to the achievement of the company's more significant goals. Students' individual goals should be consistent with the educational goals of the institution. Connecting individual goals with shared goals ensures that the performing tasks are important and relevant, which gives additional motivation to the person whose job it is to accomplish them.
6. 6 Mark the time frame for achieving the goal. Select start and end dates for each task.

Tips

• As actively as possible involve in the formation of goals the person who is expected to perform the performance tasks. This will allow both parties to openly express concerns and objections, and often results in increased levels of interest and investment in a positive outcome.
• Remind those who will create performance objectives that an effective goal must have multiple components. These include concreteness, measurability, realism (or significance), and time constraints. The format can be completely different, but it is necessary to refer to each of these components.
• In a company, recorded performance goals can be used to guide performance reviews.
• From time to time, refer back to the developed performance goals to ensure that they are in line with the company's course. Changing conditions and priorities may require some adjustment.