Is it not right to have or set goals for the person whom you report to. If so, what are they? Should there be performance review of same similar to how your performance is evaluated?
Jaleel .PMP, Associate Director| MetricStreamBangalore, India
It's common that there are organizational goals that flow down to individuals depending upon their position. But most of the time an individual goal depends on the goals of person that one report to. While an individual works for his own goals directly or indirectly contributes towards the goals of the person he or she reports to. So, is not right to have or set the goals for the person whom you report to, by you or the team? If so, what are they? Should there be performance review of same, similar to how your performance is evaluated? Saving Changes...
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Elizabeth HarrinDirector| RebelsGuideToPM.comLondon, England, United Kingdom
I do not think it is appropriate to set the goals for the person you report to. They should flow down the organisation, so my goals them them achieve their goals, and together we work out what my goals should be so it's all aligned. Their goals are subject to performance review by their own manager. In some cases there might be a 360 review of performance but that's not necessarily tied to the annual performance review time.
However, my best managers have shared their goals with me so I understand what I'm contributing to.
As Elizabeth has indicated, while goals can be cascaded from above, it should be a collaborative activity between manager and direct report, otherwise the direct report is unlikely to feel a sense of ownership for those goals.
There are also likely to be personal development goals which the manager may wish to support and track and those would definitely require a discussion between the two...
Kiron
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1 reply by Jaleel .
Apr 08, 2021 11:14 AM
Jaleel .
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Hi Kiron. Thanks for the inputs. Extending on point of collaboration, is it not right to say that, here's the list of my goals and I need the following to achieve them. Here is where I need the support from you as a reporting manager. If agreed upon, then there can be regular reviews to ensure that the required support is given and both achieve the goals. If not, happening then it can be discussed and sorted out. Your thoughts please.
Saving Changes...
Jaleel .PMP, Associate Director| MetricStreamBangalore, India
Apr 08, 2021 2:44 AM
Replying to Elizabeth Harrin
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I do not think it is appropriate to set the goals for the person you report to. They should flow down the organisation, so my goals them them achieve their goals, and together we work out what my goals should be so it's all aligned. Their goals are subject to performance review by their own manager. In some cases there might be a 360 review of performance but that's not necessarily tied to the annual performance review time.
However, my best managers have shared their goals with me so I understand what I'm contributing to.
Thanks your inputs. Saving Changes...
Jaleel .PMP, Associate Director| MetricStreamBangalore, India
Apr 08, 2021 7:35 AM
Replying to Amr Abd El Azim
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Sure No; Your manager is the one setting the goals for you.
The manager of your Manager is the one setting the goals for him.
Thanks for your inputs Saving Changes...
Jaleel .PMP, Associate Director| MetricStreamBangalore, India
Apr 08, 2021 8:55 AM
Replying to Kiron Bondale
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As Elizabeth has indicated, while goals can be cascaded from above, it should be a collaborative activity between manager and direct report, otherwise the direct report is unlikely to feel a sense of ownership for those goals.
There are also likely to be personal development goals which the manager may wish to support and track and those would definitely require a discussion between the two...
Kiron
Hi Kiron. Thanks for the inputs. Extending on point of collaboration, is it not right to say that, here's the list of my goals and I need the following to achieve them. Here is where I need the support from you as a reporting manager. If agreed upon, then there can be regular reviews to ensure that the required support is given and both achieve the goals. If not, happening then it can be discussed and sorted out. Your thoughts please.
Hi Kiron. Thanks for the inputs. Extending on point of collaboration, is it not right to say that, here's the list of my goals and I need the following to achieve them. Here is where I need the support from you as a reporting manager. If agreed upon, then there can be regular reviews to ensure that the required support is given and both achieve the goals. If not, happening then it can be discussed and sorted out. Your thoughts please.
