There are two kinds of goals, performance and development. Think of performance goals as “What you want to achieve,” and development goals as “How you will achieve them.” The key thing to understand is that you will only achieve your performance goals by working on development goals because they create the capability for succeeding.
The difference between the two types of the goal is that performance goals focus on an end result while development goals focus on the attainment of skills and knowledge. Additionally, Performance goals are job oriented and result oriented, while developmental goals are learning-oriented and skills and/or knowledge-oriented.
The company decides to promote their sales manager to the senior sales manager. For the promotion process, the company has to create performance goals, as well as development goals for the employee, due to the reason, that some of the skills need to be improved by the sales manager in order to get promoted.
The following are the examples for the performance Goals and Development Goals.
- Increases sales by 15 percent by the end of the next fiscal year.
- Reduce expenses by 10 percent by the third quarter
- Attain 80 percent customer satisfaction on customer surveys by next year.
- Build a framework that shows how the PMO aligns with strategic enterprise objectives.
- Attend 6 seminars on conflict resolution by the end of the next fiscal year.
- Take 2 college courses in business management by the end of the next fiscal year
- Achieve a score of 80 percent or higher on four online courses offered by Human Resources.
- Complete PMP and scrum master certification program by next year.