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You can’t manage what you can’t measure.
Quantify your employees’ performance by focusing on what matters.

Set specific goals for each position and track their progress.

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Establishing clear performance goals is essential and should be the major focus of performance management systems. Goals are motivators even when they are not tied to financial rewards, but they are even more influential when they lead to bonuses, salary increases, stock options, promotions, etc.

In order for goals to be meaningful and motivational, you must have both short-term and long-term ones. Short-term goals can be accomplished in 30 days, for example, while long-term goals may take 2 or more years.