Goal Setting Guidelines for Clarifying Employee Expectations... 3-Step Performance Dashboard 

Use the simple Performance Dashboard goal setting guidelines process, explained step-by-step in this video to clarify expectations and increase accountability. This process will help you:

• make better hires,
  
• drive consistent performance
  
• help new hires succeed 

The Performance Dashboard - What It Looks Like:

Here is an EXAMPLE of one Performance Dashboard for a Senior Customer Service position at ABC Company:

• Priority #1.) Customer Satisfaction provided at required levels.**   
  
• Priority #2.)  Become a product expert & learn new features as they are released.**
  
• Priority #3.) Complete all orders and requests according protocol.**
• Priority #4.) Train and mentor new customer service reps.** 

**Specific measurements and goals should be added to each performance expectation according to each individual's experience and ability.

Additional EXAMPLE Performance Dashboards

Like a Dashboard in Your Car...

The dashboard in your car helps you focus your attention on what matters most, like: how much gas you have, your water and oil levels, where your next turn is via your GPS and how fast you're going.

While you have a detailed manual for your car in your glove box you refer to your dashboard every time you drive so you can get to where you want to go.

Just like a Dashboard in your car, this hiring and development tool a Performance Dashboard  lets you know what’s crucial for a 'successful drive'.  Every position should have a dashboard that lists top three to five focus areas that are crucial for superior performance. 

Performance Dashboard - Why It Matters & How It Helps You...

 A Performance Dashboard will help you:

• Focus on what the job needs for superior performance, which helps you focus on the right things during the interview so that you select the candidate that's the best fit.
  
• Help new hires focus on what matters most for success in their new position, setting them up for quicker up time, less overwhelm and a greater probability of success.
• Have honest and straightforward performance review conversations with every employee.

R.P.M. Three-Step Goal Setting Guidelines Position Dashboard Step-by-Step Video:

Sample TriMetrix Job Benchmark/Template and Sample Candidate Debrief

If you are not open to using assessments, but want to create a template for hiring,
like I mention in the video, I show you how to do this in my book.  More info here.

• Step 1.  R.  Respond & Brainstorm Question: Respond to the Question, “What must happen or the job has failed?”   Or said in a positive way, “This must happen in the job for superior performance…”   Think about the job and past people in the job.  Think about what you liked and what was a 'disaster'.  Brainstorm your answers.
  
• Step 2.   P.  Place Responses Into 3 to 5 Categories, Create Headlines & Prioritize:  Group all of the answers you brainstormed into 3 to 5 categories.  Create a summary statement or headline for each category. 
  
• Step 3.   M.  Metrics Are  Added & Interview Questions Selected:  Select measurements for each category. Create and select the best interview questions for each.

*See Other Job Position Dashboard Examples, Here

 Hiring Manger and Employer Interviewer Resources:

• Daily Tips Program & Book:  Get 70 Hiring and Interview Tips Delivered to Your Email Monday through Friday
• Self-Paced eClass: How to Conduct an Interview 
• Plan a Talk or Workshop for Your Interview Team: Risk, Reward and Research: The Top Three Mistakes Hiring Managers Make.
  

Your Comments & Questions

The Performance Dashboard: Why It Makes ALL the Difference in Hiring

This three-step goal setting guidelines process for creating a Position Dashboard takes very little time to create and will give you incredible advantage as a leader and interviewer.

When hiring and interviewing the Performance Dashboard helps:

• Avoid the three biggest interview mistakes, because it keeps interviewers focused on the skills and attitude that are most important for success in the job.
  
• The interview team ask the right interview questions because all interviewers are  'on the same page' around what's most important in the job.
  
• Focus on the right final selection criteria so that the interview team does not over-focus on the candidate's likability and/or background.
• Create clearer and more specific job postings so that you attract candidates who are a great match to the position.
• Delivers a consistent message to all candidates and new hires about what's expected in the job.
• Leaders do a much better job of instilling confidence in new hires and setting them up for success.
  

Example Performance Dashboards Created By Using This Three-Step Goal Setting Guidelines Process:

Example Performance Dashboard for the Position for Supervisors at ABC Company
#1. Increase department productivity. 
           Measured by increased ____ by ___%.                                                       
#2. Decrease turnover. 
           Measured by turnover decreased by ____% by ___(time frame)__.                 
#3. Recruit staff according to selection process.
           Measured by # of open positions filled within ___(time fame)___.      
#4. Develop staff according to training guidelines.
           Measured by # of training programs scheduled and ___% of improved performance.
           Measured by safety incident score of ___%.   

Sample Performance Dashboard for the Position for Outside Sales at XYZ Company
#1. Increase volume.                                                                                          
          Measured by increased sales volume each quarter of ___%.
#2. Repeat business.
          Measured by ___% of clients are repeat buyers with a minimum order of $___.
#3. Retain new clients.
         Measured by rate of new client turnover, less than ___%.

Leave this Three-Step Goal Setting Guidelines Page, Go to Dodge the Duds Workshop