Final answer:
To measure D&I goals as a driver for business success, set specific, measurable, and relevant goals tailored to the role in the organization. Use performance evaluations to discuss past accomplishments and challenges and set future targets. Milestones should be set for different time periods to track progress in understanding the role, meeting performance expectations, and skill development.
Step-by-step explanation:
Setting and Measuring D&I Goals
To ensure that diversity and inclusion (D&I) are driving business success effectively, it's crucial to set measurable and motivational goals. This begins with defining the criteria for measuring progress, asking questions like "How will I know when it is accomplished?" Specific, relevant, and result-oriented goals align with your role within the organization and contribute to its success. Goals should not only focus on technical skills but also on developing collaboration and teamwork. Be proactive in your performance evaluations by discussing your accomplishments, setting goals for the future, and identifying any challenges faced.
D&I goals measurement can be done by charting specific milestones over different time blocks, such as 3, 6, 9, and 12 months, and setting up specific and measurable objectives connected to your understanding of the role, performance expectations, and skill development. It's also important to be aware of the context of your manager's concerns and responsibilities to establish a collaborative working relationship. Prepare for your performance evaluations by making a list of your accomplishments and challenges, understanding the process and outcomes you are responsible for, and reflecting on how your performance aligns with your future work goals.
During your performance evaluation, review your goals to see which were met, exceeded, or not met. Use this information to set realistic goals for the next year or work period, ensuring they're aligned with the overall business strategy and personal career growth.