This is going to probably be a multipart series of blogposts, because it’s a huge topic, and surprisingly, hasn’t been written about much for the small business community.
I just read a post by either Ken or Scott Blanchard, writing on the Fast Company blog, about setting goals for your employees, but there was a flaw in the article: before you set goals, you need to make sure that they all know what they’re supposed to be doing, and what’s important to you.
What we are coming to recommending to our Solutions Forum clients is that they 1) list the attributes that the occupant of the job is supposed to have and 2) what the ranking of the attributes is, so that you can evaluate the person on the attributes.
If you have an occupant in the job that meets the qualifications or is on the way to doing so, THEN you can start setting goals. Otherwise, you risk some blank stares.