As an HR Business Partner, use the goal ratings data to create development coaching plans for those employees who are struggling or work with managers to create performance improvement plans—or even exit plans.
Do you train leaders on how to write strong, measurable goals with specific parameters?
Do you do goal audits?
Here’s an example:
“I need you to have your employees’ reviews entered into the system by November 22nd, so that we have all of them completed on time. Once they are completed I will conduct an analysis that will show us exactly which competencies have the biggest business impact—I will use that information to create development opportunities so that we move the needle on competencies that actually help us make more money. I will also examine the goal ratings and do two things: make recommendations on how we can write better goals (because, as your HR business partner, I have made it my job to understand our business as well as anyone) for employees and how we can get specific under-performers on-track or off of the bus. Finally, I will make sure all compensation decisions are directly tied and aligned with the ratings that you give your people.”