NSW New Employer Policy and Setting Employee Objectives

[Vish]

Hi,

The organization I work for currently have no yearly objective/goals set to the employees. They are more assign-do kind of environment or manage a customer's contract. If I impose a policy to set a goal for each employee, can I make them sign it, so they understand and agree to what is mentioned in the list?

 

[Tim W]

What kind of goal?
Or do you just mean "sales target"?

 

[Rod]

can I make them sign it, so they understand and agree to what is mentioned in the list?

No. It has to be a mutual agreement.

 

[Tim W]

No. It has to be a mutual agreement.

And no, you don't get to automatically sack them if they don't.

 

[Vish]

What kind of goal?
Or do you just mean "sales target"?

No.. the goals will be in lines with Clients' contractual obligations and abiding by regulations/statutory laws. I understand this is a very reasonable goal to set up with the employees, however, it is mandatory for us to put this in writing to employees so they follow this regularly.

 

[Rob Legat - SBPL]

Those things are not goals, they are job requirements. If something is a basic minimum standard necessary to continue employment, it is a requirement. Complying with the law is a requirement. Not breaching a contract obligation is (less important, but still) a requirement.

Goals are something you strive for. Totally different thing.

Consider it this way: If you need it to happen, it’s a requirement. If it’s merely a want, it’s a goal.

 

[Tim W]

So, what's the actual problem that you are trying to solve?

 

[Vish]

We are trying to encourage the staff to work on mandatory work. But this is more repetitive and boring for them to do. There may be scenarios where an employee may raise his hands not to do such tasks. We have a very small team of staff and hence, we can't encourage a staff member not to work on it. Also, I don't want this to be an option for other employees if we agree to one. So, I want to know if we can get them to sign any form of paperwork so they are binding to work on any tasks assigned. Of course they are welcome to say NO under any reasonable circumstances.

 

[Rod]

If the mandatory work is part of their duties and they fail to fulfil their duties you performance manage them and issue warnings. If they fail to improve after 3 warnings you have grounds to dismiss them.