Papers-Thought Leadership Improving Outcomes Through Goal-Setting | Page 3

BEYOND HR: IT’S EVERYONE’S JOURNEY
Performance Management and Goal Setting are not
the sole responsibility of Human Resources. It requires
the commitment of leadership to ongoing employee
development, goal setting, and regular feedback. In
fact, trends across the nation reflect that performance
management is no longer an annual activity, but one that
is ongoing through regular communication and feedback
sessions. Research says that 80% of millennials say they
prefer ongoing feedback instead of a formal one time
per year approach.
At HealthStream, we believe that Performance
Management is a critical element of your overall Talent
Management strategy. Performance management ensures
that the right people at the right levels are equipped to
achieve optimal performance outcomes.
Challenge Questions:
1. Are your performance management practices
designed to achieve performance results vs.
optimize a performance review process?
2. Do you have systems of accountability to
reward high achievers and coach up solid
and under achievers?
3. Is a coaching culture in place to create
accountability?
4. Can a leader get a good evaluation but
not achieve goals?
5. Can a leader who achieves goals but does
not live the values get a good evaluation?
WHERE RUBBER MEETS
THE ROAD
The map guiding us toward the destination must
be accurate. To further close the gap between
organizational goal setting and performance,
leadership must focus on the following topics:
• Goal setting and cascading goals
• Creating an optimal framework
• Individual participation & accountability
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