Monthly Archives: July 2013

How do Objectives help you with Human Resources processes?

The key to a smooth running Human Resources department is documentation. Having agreed upon objectives and strategies for every employee along with progress reviews is the very best form of documentation. There is no better way to reward good performance or provide corrective action for poor performance than using Objectives.

Dan Stewart
Mr. Objectives
Twitter: @MrObjectives

How do you handle Objectives and Strategies for less experienced employees?

Every employee should have assigned objectives and strategies. A new or less experienced employee may have fewer and less complex objectives and strategies. Having agreed upon objectives and strategies helps on-board new and less experienced employees much more quickly and efficiently.

Dan Stewart
Mr. Objectives
Twitter: @MrObjectives

How do you know when it is time to go to Human Resources for an employee?

I normally use what I call the “Rule of Three” when determining when to get HR involved with an employee. The first missed deadline results in an e-mail or phone call reminder. If a second deadline is missed, I then schedule a face-to-face meeting with the employee. In this meeting we agree upon an action plan to resolve any issues and this action plan is signed and then placed in the employee’s personnel file. If a third missed deadline occurs, I would then set a face-to-face meeting with the employee, the HR department and myself. Failure to meet agreed upon deadlines after this 3rd meeting usually ends in termination of employment.

Dan Stewart
Mr. Objectives
Twitter: @MrObjectives

How do you approach an employee who is falling behind on their objectives?

If an employee is falling behind on a milestone, strategy or objective for the first time, an e-mail or phone call reminder may be all that is needed to get the employee back on track. If this does not correct the problem or more dates are missed, a face-to-face meeting should be scheduled. During this meeting the manager will ask the employee why the dates are being missed and then together they should develop an action plan to help the employee get back on track. The agreed upon action plan should be documented and signed by both the manager and employee and then placed in the employees personnel file. This process reinforces to the employee how important it is to meet the dates associated with each objective and also demonstrates how important these dates are to the manager as well as the entire organization.

Dan Stewart
Mr. Objectives
Twitter: @MrObjectives