In Administration >> Company Settings, you have two options for Objectives Scale: 0-200% or 0-100%. The difference is how your organization thinks about expectations for Objectives. Is 100% the minimum expectation? Perhaps you think about 100% as being a reach. Here is where you would set that scale for the entire organization. The change affects how ScoreCard values are color-coded as well as how these percentage values are converted to a 1-5 scale.
The 0-200% Scale
This mindset hinges on the thought that the Objectives value for employees was set to be easily attainable with hitting 100% of this target value being a minimum expectation. Falling below 100% on this scale indicates to managers this person is under-performing. This scale has 200% as a maximum. Even if a person tripled their target, the score is capped at 200%.
The 0-100% Scale
Perhaps more in-line with academic Objectives, a 0 – 100% score sets the minimum expectation at 80%. The target value of the Objectives should be something considered a “reach” and not often attained. However, it should also be something where your expectations are to come within 20% of that target number. Falling consistently below that 80% threshold would indicate under performance, however consistently beating that 80% would indicate a high-level of performance.
How to Craft Objectives
As a leader in your organization, part of your job is to know where your employees stand regarding the goals and objectives for their role. If you do not know if or where they’re missing the mark, you will miss valuable opportunities to coach them toward success.
Check out our article, “A Leader’s Guide to Crafting Performance Objectives with Employees.”
