First, make it very clear how important each objective is. I suggest that you use the following scale:
- Mission Critical – employees in this position must succeed in this area.
- Very Important – this factor is one of the most important for this position.
- Useful – this factor can help employees in this position be seen as successful.
- Excessive Focus – the employee ignored other important factors because he/she was so focused on doing this well.
- Exceeded Requirements/Expectations – the employee did more than I had hoped or expected in this area.
- Met Requirements/Expectations – the employee was as successful in this area as I wanted or needed him/her to be.
- Missed Requirements/Expectations – the employee did not live up to my expectations or did not fully realize my requirements in this area.
- No Focus – the employee seemed to ignore this factor.
This 15-cell matrix (5 rows x 3 columns) drives home a very clear, visual message. Of course, you must discuss each individual result as measured during the performance period that you are discussing with the employee, but the visual representation of their performance is what will stick in their mind. Their goal will be to have all objectives in the second row across every column.