Empolyee Goals & Objectives "again the big hitter"

It's amazing that every July and January over 90% of the visitors to my site are searching on Employee Goals and Objectives or some derivative.

No wonder Leadership is still in trouble when so many employees have to search for how to formulate a plan or objective for measuring goals.

It is simple - "What gets planned and measured gets done" - greg campbell


1) Employee Goals & Objectives - 90% +

Other Categories for June & July
2) Quality Tools & Techniques (Especially SIPOC Analysis & Pareto Charts)

3) Education

4) Leadership

5) Autism - ASD Mainstreaming


What I find most interesting is that "Employee Goals and Objectives" is not one of my main labels and the hits are world wide and not just in one area like the United States or Germany.

Employee Goals & Objective continue to be the most misunderstood of all Management and Employee Tools. They remain a once, twice or four times a year exercise in futility that brings no meaning to employee or boss all the way up the corporate ladder.

One should click on my Label for Dr. Deming to learn from the Master about Employee Goals and Objectives.

How sad that open communication and trust can not be tolerated in the workplace. People with numbers who have no sense of "Predictability" (Number One Skill of a Manager) and continue to Tamper with both human and corporate systems.

Below are some Links to some of my more popular posts on this subject:

http://qualityg.blogspot.com/2008/10/evaluating-team-effectiveness.html

http://qualityg.blogspot.com/2008/07/team-goals-and-objectives.html

http://qualityg.blogspot.com/2006/02/quality-tooltechnique-systems-thinking.html

For more posts on this subject click on the label to the left "Employee Objectives & Goals"


Good Luck & Remember - When you meet with your boss ask the following:

"By what method or data did you determine my ranking and rating or did you pull it out of your butt?" - greg campbell

Thousand and thousand of people have visited the above links (and more). I wonder if my methods and examples are being used and credited to me (I do have a copyright tracker)? Who cares I provide these examples because ratings, rankings and goals pulled out of the air are as useless as the leaders who believe in them!!