This month, I’m providing a career management tip-a-day (along with other posts) to help you trigger your own career management activities.
Today’s tip: Monitor your own goals.
Everyone has goals, right? Those things we are supposed to accomplish by the end of the year for our review? The goals that our management is supposed to track so that we can tell if we’ve achieved success?
How many of you have really had your management team monitor your team goals? How many managers have really monitored and communicated YOUR goals? How often have you gotten to the end of your annual review and not had a clue as to how you were going compared to the goals set out for you?
There is only one simple answer: you need to monitor your own goal attainment. Then review that attainment with your manager on a regular basis.
You are paid based upon your goal attainment, right? Why would you abdicate any of your goal measurements to your manager who doesn’t keep track of your goals in the first place? And then hurt your career by not giving you the rating you deserve because you never had the goal discussion — and their attainment — in the first place?
This is one area where you take the corporation at their word: if you are paid upon goal attainment, then you better document YOUR goal attainment.
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