Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a manager of business development and new technology.
The Manager of Business Development and New Technology is responsible for building market position by locating, developing, defining, negotiating and closing business relationships.
The principal duties of this role are improving hiring and retention in the company, identifying trendsetter concepts by researching industry and related performances, publications and announcements, locating and proposing potential business deals by contacting potential partners, tracking individual contributors and their accomplishments, screening potential business deals by analyzing market strategies, developing negotiating strategies and positions by studying integration of new venture with company strategies and operations, examining risks and potentials, estimating business partners needs and goals, protects organizations value by keeping information confidential.
Employee Performance Goals Sample | |
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| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| INSPIRING OTHERS: Give awards and offer direct praise on a regular basis when an employee does exemplary work or exceeds performance goals Avoid taking part in workplace drama or unnecessary gossip in order to become a positive influence to other employees | [employee comments goal] |
| INITIATIVE: Seek to improve that which does not please the supervisors Think creatively of new ways to solve upcoming problems in the workplace | [employee comments goal] |
| PERSONAL ACCOUNTABILITY: Create a personal mission statement that conveys one's core values and defines why one has to meet specific goals Arrive to work early in order to get enough time to arrange the day's commitments and avoid missing deadlines | [employee comments goal] |
| PERSUADING OTHERS: Get to know where a person wants to be in the future and how badly he/she needs to get there in order to know how much effort is needed in persuading Modify implementation plans so that the initiative at hand appears appealing and attracts more potential supporters | [employee comments goal] |
| BUSINESS ETHICS: Take part in making changes in policies to eliminate unfair elements Constantly remember that everyone deserves equal, fair, and just treatment | [employee comments goal] |
| BUSINESS TREND AWARENESS: Rely on only the tested and proven forecasting tools to increase accuracy Develop better strategies for getting the latest information about current trends | [employee comments goal] |
| INTERCULTURAL COMPETENCE: Encourage others to appreciate and experience different ways of doing things Attend and promote group meetings and events that include people from different cultures | [employee comments goal] |
| PROCESS IMPROVEMENT: Show willingness to learn new procedures and encourage others to undergo training on new procedures Set clear objectives when initiating process improvement efforts and always identify processes that fall within the context of business goals | [employee comments goal] |
| TECHNOLOGY SAVVY: Put extra effort in learning how to operate modern electronic devices Show more willingness to learn how to keep computers and mobile devices secure, and free from unauthorized access | [employee comments goal] |
| TECHNOLOGY TREND AWARENESS: Constantly use the internet to search for information easily and encourage others to do so Learn to ask for assistance when faced with challenges related to new technology trends | [employee comments goal] |
Summary |
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Sections 1-2: To be completed by the supervisor Section 3: To be completed by the employee |
1. Goals completed since last performance feedback |
2. Goals for next period |
3. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |