Work ‘personal goals’ - Stretch target....
- Thread starter Fab Foodie
- Start date
Page may contain affiliate links. Please see terms for details.
OP
OP
Fab Foodie
hanging-on in quiet desperation ...
- Location
- Kirton, Devon.
You’ve clearly not met my boss!
It’s not her fault, this shoot is cascaded down from on high....
Moodyman
Legendary Member
The admin associated with employment is both tedious and time consuming. I tend to lift and shift my 'development' goals from last year. Just swap a few words around.
It's no different from the company communicating its objectives every year. It's the same dross with fresh buzzwords.
It's nothing more than being seen to be doing something.
cookiemonster
Legendary Member
- Location
- Hong Kong
cookiemonster
Legendary Member
- Location
- Hong Kong
delb0y
Legendary Member
- Location
- Quedgeley, Glos
Our Executive is finding it difficult to motivate the troops at the moment on account of a couple of years of SMART objectives have resulted in no pay rises or bonuses for anyone, even where they've hit stretch. So when they've asked us all to start thinking of this year's objectives the key question being asked of them is what do we get for going the extra mile, and all that? The (unsaid) answer would seem to be, you get to keep your job. But as quite a few (good, experienced, valuable) people are leaving anyway and recruitment of good replacements is proving difficult even that doesn't hold much water.
Oh I so don’t miss this bullshyte! I even had to set my own targets and review them at the end of the year stating how well/ badly I had done ( usually took/ wasted half a day on each occasion just writing absolute bunkum)This was reviewed by my higher management team meeting called the bunfight at the end of the year to decide where any bonus pot money went. What got me was my bonus targets were totally irrelevant to how they waned our team s of engineers to perform and there bonus targets!
specific
measurable
achievable
relevant
timely
if my memory serves me right??
The Crofted Crest
Veteran
Surely the only target you should set is a 50% pay rise. It ticks all the boxes and if you don't achieve it it's management's fault for being intransigent.
Darius_Jedburgh
Veteran
We had this 30 years ago. Next year's targets were set for us and would be stretched versions of this year's. We made sure we achieved this year's targets but no more. How we did it was probably dubious, but if we met our target then the bosses made theirs and everyone was happy.
Two can play the target game.
Two can play the target game.
fossyant
Ride It Like You Stole It!
- Location
- South Manchester
It's all very much a paper exercise at work now. It was a complete shambles in our Department for years, no-one came up with any targets we could achieve, and made the lot up. The management took no notice.
Things move at a pace so the new Director does read them, so I seem to have come up with a decent appraisal that the managers like - I hardly change it year on year now !
We don't get pay rises, nor any sort of bonus or salary incentives, so what really is the point. We don't even have 'career paths'.
I'm here for the pension and holidays ! And to do a good job.
Things move at a pace so the new Director does read them, so I seem to have come up with a decent appraisal that the managers like - I hardly change it year on year now !
We don't get pay rises, nor any sort of bonus or salary incentives, so what really is the point. We don't even have 'career paths'.I'm here for the pension and holidays ! And to do a good job.
