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

Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Role Awareness: Set Goals for your Employees. Here are some examples:

  • Keep up to pace with the evolving technology in order to spot new ways that can streamline own duties
  • Value and interact with new employees who can teach something new, even if they have a lower position in the company's hierarchy
  • Take a step back from own tasks if one is feeling overwhelmed in order to formulate a new strategy to handle the tasks
  • Work in a positive team environment in order to gain new perspectives and reduce bad stress when the going gets tough
  • Establish regular meetings with own bosses in order to discuss how own position or department can be improved
  • Offer own services for new tasks or projects and show the willingness to learn where the company is headed
  • Subscribe to newspapers and blogs that report on own company and the issues it faces
  • Volunteer to train new and underperforming employees and in resolving problems that contribute to underperformance
  • Embrace failed projects as learning opportunities and review own performance to spot potential alternatives one could have taken to achieve more positive results
  • Listen to concerns and questions from new and underperforming employees and use their input to identify areas where the company could improve to increase productivity

Role Awareness: Improve and master this core skill with these ideas

  • Define responsibilities - All roles should be defined accordingly to ensure no employee is left in the dark not knowing what role to play. Roles should be described in depth to allow a deeper revelation.
  • Wants Vs. Needs - Describe in details the wants vs. needs for every project, position, duty or role. Do not think about the needs vs. wants while thinking of a particular person, instead think of the job itself. Always focus on the role, not the person holding that position. The needs ought to be fed first before the wants to ensure enough resources are provided for the particular project.
  • Define the future - The future of the company depends on how you define the future and how early you do it. List the outcomes that you would want to see from the work you have described. Do not worry about debating about them; you can change things if they don't work.
  • How do they get to the future? - After defining the future, work on the daily steps that will enable you to get where you want to be. Detailing the everyday journey can help you get a crystal clear role clarity.
  • Accountability - Describe each role and its responsibility ensuring that each employee is kept under watch. Three primary reasons why people don't do what they are required to do are: either they don't know, they have refused to do it, or they are not able to do it. Giving clear directions on how tasks should be carried out and who the employee should report to is the way to go to ensure accountability is upheld.