Work ‘personal goals’ - Stretch target....

[Pale Rider]

Appraisals/targets come and go in my case.

For several years no one bothered asking, then you could successfully ignore the request.

More recently management has been keener, making some attempt at it compulsory.

I may last long enough to reach the next wave of indifference.

 

[Ming the Merciless]

How about a stretch target of coming up with a stretch target in 10 years?

 

[Fab Foodie]

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.

And this is very much part of the problem, even when you bust your targets, the organisation finds some excuse not to deliver on its side of the bargain.

My major gripe is that for us oldies, we just don't want that kind of crap anymore, we simply don't need it. I actually find the whole process totally demoralising. demotivating and without any merit whatsoever.

 

[Pale Rider]

It's a benefit for skivers.

While they are wasting time navel gazing they are not having to do any real work.

 

[byegad]

Not being familiar with industry terminology, id want further clarification... I would not fancy being the target of a rack torture device...

Stretch Targets is bullpoo for 'I can't think of any goal to set you.'
Usually because you're good at what you do.

 

[Deleted member 26715]

Advise them your stretch target is to get the waste of spacers productive by challenging them to do some actual work.

 

[Milkfloat]

@Fab Foodie Do you also get the fun of a 'Development Plan'? On top of our goals, we also have to twice yearly update our development plan which is our longer term personal plan, 3-5 years. As 'Senior Management' I have to 'sell' this to my teams, a lot of whom like me have been in the company for 20 years plus. As a real bonus management level and above also need to do their own succession planning on a yearly basis

 

[Drago]

The problem is that too many people - and organisations - these days seem to think that The Office is a documentary. They're so close to the problem they simply can't see it.

It's actually quite sad.

 

[Fab Foodie]

Advise them your stretch target is to get the waste of spacers productive by challenging them to do some actual work.

To be honest there are no skivers or space wasters in my work sphere....we’re all flat-out....
Hang-on, maybe it’s me!

 

[Fab Foodie]

@Fab Foodie Do you also get the fun of a 'Development Plan'? On top of our goals, we also have to twice yearly update our development plan which is our longer term personal plan, 3-5 years. As 'Senior Management' I have to 'sell' this to my teams, a lot of whom like me have been in the company for 20 years plus. As a real bonus management level and above also need to do their own succession planning on a yearly basis

Yep, the whole sodding nine yards.....

 

[Deleted member 26715]

To be honest there are no skivers or space wasters in my work sphere....we’re all flat-out....
Hang-on, maybe it’s me!

You're lucky we are now a small company from 50+ employees down to 10, 1 could disappear & nobody would notice, he doesn't appear to do anything useful apart from make more work for others correcting his mistakes or omissions. The other has purposely over a number of years has built up specialist knowledge in an area making sure that nobody else knows it, which could hurt us in the short term if he left. He works remotely & we are all convinced he is also working for somebody else.

 

[Electric_Andy]

I have this problem with my appraisal every year. I just want to keep doing what I'm doing. I don't have any aspirations to climb the ladder (every rung above me is beyond my level of experience and quite frankly terrible). There seems to be this idea that if you just want to continue doing your job then you're not developing or improving. I have to work more efficiently each year and adapt to new processes, that is what I always put in my appraisal

 

[Fab Foodie]

I have this problem with my appraisal every year. I just want to keep doing what I'm doing. I don't have any aspirations to climb the ladder (every rung above me is beyond my level of experience and quite frankly terrible). There seems to be this idea that if you just want to continue doing your job then you're not developing or improving. I have to work more efficiently each year and adapt to new processes, that is what I always put in my appraisal

That's pretty-much where I sit. Every year in an under-resourced but high performing team is a stretch to stay still!

 

[biggs682]

@Fab Foodie i use to have to do those kind of reviews and felt the same as you ... Glad I don't have to them know.

Instead my target is to finish this before it goes cold or falls in

 

[Donger]

Apparently for the coming appraisal year, one of my ‘Personal Goals’ has to be a ‘Stretch Target’ FFS....
I’m 58, bloody good at what I do, work hard have unique and valued experience that puts most of my colleagues to shame, why the fcuk should I want or have to have a Stretch Target? The job’s demanding enough as it is.

I’m going to put down CEO and work from there....That is unless CC peeps have any better ideas....

Jeezus....

Sounds very similar to my experience in the civil service. Doing lots of work, being very good at it and helping and mentoring people no longer counts for much. I was 58 at the time and decided to just walk away. Two years later je ne regrette rien.