Once you’ve effectively set the goals for your new hire, you need to find a way to track their progress. As a manager, it is vital that you adapt and adjust goals as necessary when business warrants it or when new information becomes available.
Schoof and SunRun’s process of re-assessing goals at six months and one year is a great example, but you should be actively tracking progress on an even more regular basis as a manager. It’s a great idea to be flexible with regard to goals, but don’t change them too often unless you really are certain that those alterations will help the goals of the larger business. Altering goals too frequently can mean that you’ve lost track of the big picture.
“One of the most effective ways that we’ve been able to track goals is literally to sit down with employees and have an honest discussion,’ Schoof adds. “Failing to follow up shows the employee that you might not care as much about their success as you did when they originally started.’