Should I as a subordinate be part of my supervisors goals?

[Anonymous]

I was told no, I'm not. I said personal goals, meaning personal career goals (as in not the office/company goals). Perhaps I should have said personal career goals. This is the first time my supervisor is in a supervisory role, btw.

For me, the answer should be yes. If I were a supervisor, I couldn't be successful without my subordinate. I would want subordinates to be successful and would aim to give them the training, tools, and guidance to be successful. I realize that giving my subordinates these things won't necessarily make them successful, but I see it as a supervisors job to work with employees when they need extra help (i.e. developing a plan to improve organizational skills).

Thoughts?

[Anonymous]

No. Your need to have training, planning, etc. goes in your objectives. If you need time blocked off for a particular class, you write that in your objectives that your supervisor signs off on.

The only part of your job that goes on the supervisor's objectives is the part that relates to them, such as "completes evaluations on schedule" or "holds annual midyear feedback session". Their duties go in their objectives, and yours go in yours. Their duties might include mentoring, but still wouldn't include your particular set of circumstances. A supervisor can't control whether a report is a total idiot and can't absorb training, so saying that the goal is to make sure that the specific report passes their certification exam is not an appropriate goal for them.

[Anonymous]

Details and context critical. I'm evaluated on my ability to lead a team and to develop my staff - that means guiding, mentoring etc, but as pp noted I'm not held accountable if someone on my team isn't performing. I'm accountable for recognizing it, attempting to fix it, and if not successful dealing with it.

[Anonymous]

This is way too airy-fairy, OP.

Your supervisor wants to run the company one day -- should you be a pawn in that plan -- no.

Your supervisor wants to get out 100 widgets this year and beat the competition -- yes.

[Anonymous]

You, as a subordinate, should not be part of the goal, but your supervisors ability to lead, guide, and mentor should, IMO. Your supervisor should be able to show through some type of documentation or evidence that he/she is an effective manager of people.

[Anonymous]

As a supervisor should the goal be "help Larla develop her potential via training, etc" - No. The supervisor's goal would be related to creating and leading highly functional teams. Your personal training may or may not be part of the strategy to meet that goal.

In other words, in terms of goals, employees are generally a means to an end.

[Anonymous]

Anonymous wrote:A supervisor can't control whether a report is a total idiot and can't absorb training, so saying that the goal is to make sure that the specific report passes their certification exam is not an appropriate goal for them.

I agree with this if the supervisor does not have hiring/firing power I have seen this happen before--the VP hires the employee with limited input from the manager/director, and makes the manager/director the "supervisor". I hate situations like this.

If the supervisor has hiring/firing power, then I would argue the supervisor can control whether her report is a total idiot, and the supervisor should be held accountable for the situation.