This is great because it aligns the team member to the business unit goals and gives them a sense of being part of something bigger. They aren’t just coming to work and doing a list of tasks from a job description.
Depending on the person’s role some of the goals may be pre-determined. For example, team members in a call centre may have pre-determined goals for customer satisfaction.
Managers and employees also need to talk about learning and development for the year ahead. Some team members might need to work on things towards their next planned career step, some may need development to give them skills needed to achieve one of their goals. And some may need both.
A competency review is normally done at the end of each year. The result of this review is used in the planning phase of the next cycle. Apart from helping a person to understand their strengths, it’s also used to inform development activities for the coming year. The competency review is great at identifying specific skills, capabilities and behaviours.
The outcome of the planning phase is the Performance Plan and Development Plan.