Potential for Advancement: Use these examples for setting employee performance goals. Help your employees master this skill with 5 fresh ideas that drive change.

The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Potential for Advancement: Set Goals for your Employees. Here are some examples:

  • Keep up a positive attitude that interacts with others well
  • Ensure you set goals that help you break down the company's targets into small achievable milestones
  • Learn to work together with others without conflict to build a team spirit
  • Use your strength to meet the set objectives and grow your career
  • Carefully consider the feedback provided by supervisors and works on the weak areas
  • Commit yourself to work with an open heart and help others where they need help
  • Accept positive criticism as a way to grow and mature career wise
  • Go for coaching or training every time the business provides it
  • Choose to become a valuable part of the company that gives results
  • Take practical steps to work out the daily tasks set

Potential for Advancement: Improve and master this core skill with these ideas

  • Get help for your career development to gain momentum. The most successful people have proactively determined what they want from their daily jobs. They make a plan that sees them accomplish all the set goals promptly. They have gained a momentum for work because they know what they want.
  • Develop a timeline with career goals and expected milestones. This is an effective way to manage your career by developing a complete schedule with all the activities to be accomplished within the set time indicated to avoid forgetting any priority task.
  • Get your company to form formal programs to help employees develop their careers. For employees to pursue their career path, the company can be of great help by establishing needful programs that support the employees in becoming better at what they do.
  • Discuss the employee's career path at several meetings bi-annually. It is important to discuss the employee's career path that the employee has taken at least once or twice a year. The company displays their commitment to support every employee by assisting where they can with resources and time.
  • Career paths should also be established just like goals are. You cannot be skipping from one career to another, you ought to have a stable career path that you are following. Get a written plan for your life indicating both short term and long term goals that you wish to accomplish plus what you are doing to accomplish them. Without a plan, you will surely miss the way.

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