Most employment contracts have “boilerplate” clauses. Supplements to the employment contract only come into effect if they are signed in writing, i.e. by both parties in the original copy. This is often because agreements and targets are often exchanged by email or – somewhere – on the intranet, for example. B as a “target directive 2017.” In the event of a dispute over the amount of the variable compensation, the employer must be able to prove that the objectives have been duly agreed or set. If the objectives are not expressed in writing, a court may authorize the highest possible variable remuneration, as the objectives have not been effectively included in the employment contract. “A 4% target would reduce the monetary restrictions on the zero interest rate threshold, resulting in weaker economic downturns. This benefit would be minimal, as 4% of inflation does not significantly harm an economy.”  “I`m not quite sure what my boss wants from me, but I`m still trying.” Every time employees leave a management office with this agitated feeling, employee evaluations have definitely gone wrong. Employees want to know exactly what they need to do, it`s the only way for them to do their best.
Keep reading to find out what to keep in mind when developing (smart) staff goals.  The price stability objective is defined in the form of Statistics New Zealand`s All Groups Consumers Price Index. The individual objectives, the objectives of the group and the objectives of the company must be formulated in the most concrete way possible and their achievement must be objectively verifiable (so-called “SMART” objectives). Agreements and objective objectives should, as far as possible, be concluded before the start of the new target period and no later than the start of the new target period. The objective agreement and objective should be written down and signed by both parties. It is the employee`s responsibility to allocate resources and plan their work accordingly so that they can achieve their goals. But what should smart staff targets look like? What do they actually contain? How do they differ from vague statements of intent that prevent employees and therefore the organization as a whole from achieving their best performance? Keep reading for some useful examples… In the absence of a specific objective agreement (in a timely manner) or a targeted objective, employees cannot know in which direction their performance should be focused in order to achieve variable compensation.