Setting employee performance goals should be one of the very first things a leader does before ever considering offering feedback to them on their performance.
One of the very first documents that should be produced if it hasn’t already, is a position/job description. Although a position description should not include every detail that you expect from the employee it should contain a general outline.
A short example of a housekeeping employee might look something like this:
The Housekeeper may be assigned to any shift, schedule, or work area. The Housekeeper’s duties may include wall washing, window cleaning, office cleaning, dusting, wet mopping, vacuuming, climbing ladders to clean lights, cleaning lights, cleaning restrooms, emptying trash, dust mopping, cleaning blinds, cleaning toilet bowls, cleaning urinals, cleaning sinks, cleaning mirrors, cleaning stairs and stairwells, operating floor machines, stripping and refinishing floors, and cleaning carpets.
Although this is a very short example it begins to build on setting the employee performance goals. The next step in the process would be to list in more detail what you are minimally expecting from the employee and placing it on their performance review prior to the performance year beginning. The employee and the leader would sit down and review the employee performance goals and then both would sign and date them.
A short example of this might look like this:
The employee will perform all assigned tasks in accordance with the standards set by the company’s housekeeping policy and procedure manual. This includes, but is not limited to, insuring that the employee wears the proper personal protective equipment (PPE), that the employee properly inspects all equipment prior to using it, the employee properly uses all chemicals according to the manufactures labeling, the employee follows all safety precautions when cleaning floors and carpeting, that all equipment is cleaned and stored properly after every use, that the employee reports to work showered, groomed, and in the proper uniform, that the employee respects the privacy of all employees and their belongings, and that the employee is courteous and helpful to other employees.
In short you have taken the position description and built upon it to define it in a way that can hold the employee more accountable.
One of the final pieces to setting the employee performance goals is training and establishing competency in all areas of their performance.
As an example, if the employee is assigned a piece of equipment as simple as a vacuum cleaner, it is important that you as their leader provide training on all aspects of the vacuum cleaner, i.e., how to change the bags, filters, brushes, how to inspect the electrical cord, and all aspects of running the vacuum cleaner. Once this is done you should both sign off on the employee’s competence in properly operating and maintaining the vacuum.
Of course, this is just a sample of how you could set the employee performance goals, but should get you well on your way to doing so.
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