{"id":8999,"date":"2025-06-15T07:00:00","date_gmt":"2025-06-15T12:00:00","guid":{"rendered":"https:\/\/ellevatedoutcomes.com\/?p=8999"},"modified":"2026-06-15T19:51:49","modified_gmt":"2026-06-15T19:51:49","slug":"position-agreement-performance-objectives-for-employees","status":"publish","type":"post","link":"https:\/\/zudigitest.com\/ellevatedoutcomes\/position-agreement-performance-objectives-for-employees\/","title":{"rendered":"How to Write Performance Objectives for Employees, Using a Position Agreement"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">When you\u2019re hiring and managing employees, we use two tools that often get confused: the Job Posting and the Position Agreement. Understanding the distinction between these two documents can unlock smoother <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/small-business-hiring-where-to-begin\/\" target=\"_blank\" rel=\"noreferrer noopener\">hiring<\/a>; clearer employee-boss communication; and down the road, the signal that <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/why-growth-is-essential-for-creative-business-success\/\" target=\"_blank\" rel=\"noreferrer noopener\">someone\u2019s ready for a promotion<\/a> (or conversely, if you need to let them go). The Position Agreement explains, in detail, what your role needs to accomplish. I can&#8217;t underscore its transformative effect enough. So today, I\u2019m going to explain how to write a Position Agreement to outline performance objectives for employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Because I promise you: when you approach your Position Agreements with this mindset, i<em>t will change the performance of your team<\/em>. Which will change the performance of your business.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Job Posting&#8217;s Purpose<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You may recall: a <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/attract-the-right-people-with-your-job-post-and-example-of-a-job-posting\/\" target=\"_blank\" rel=\"noreferrer noopener\">Job Posting<\/a> is a business&#8217;s external-facing document. Its job is to attract qualified and aligned candidates who are excited about the role, your business&#8217;s mission, and your culture. Great Job Postings don\u2019t just list responsibilities and experience required; they tell the story of your business and the kinds of people who will thrive with you.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Position Agreement&#8217;s Purpose<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As always, I want to give credit where credit is due: I first learned about this concept c\/o the <em><a href=\"https:\/\/www.emyth.com\/position-agreement-template\" target=\"_blank\" rel=\"noreferrer noopener\">E-Myth<\/a><\/em>. A Position Agreement is an internal-facing document. It\u2019s a two-way commitment between manager and employee that explains performance objectives for employees in clear, outcome-oriented language.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Where the Job Posting sells the opportunity, the Position Agreement is the contract that defines success.<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">The document outlines what I like to call: \u201ccontainers of work<em>\u201d<\/em> that this role must do, to help your business grow. Just like the <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/my-favorite-canva-org-chart\/\" target=\"_blank\" rel=\"noreferrer noopener\">Organization Chart<\/a>, the trick is to forget about the person in the role today (if there\u2019s someone already doing this job). You\u2019re not describing what someone is currently doing; you\u2019re describing what the business needs.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-dots\"\/>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">How to Write a Position Agreement<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Position Agreement has 5 sections.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1. Result Statement<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The result statement is the overall outcome that the role is responsible for producing. It answers: \u201cIf this role is being done well, what is it achieving?\u201d<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">How to write it<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Make it outcome-based (not task or outpout-based).<\/li>\n\n\n\n<li>Ensure it&#8217;s measurable or observable.<\/li>\n\n\n\n<li>Stay aligned with the business\u2019s broader goals.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Example<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><em>This position is accountable for ensuring that all client projects are delivered on time, on budget, and in alignment with brand standards, resulting in strong client retention and referrals. Success in this role means that you maintain our company standard rate of 95% client retention, and 10% of your clients refer new business to us.<\/em><\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Note: most people stop at \u201cThis position is accountable for ensuring that all client projects are delivered on time, on budget, and in alignment with brand standards.\u201d The outcome-based <em>so what?<\/em> is \u201cresulting in strong client retention and referrals.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When we\u2019re working with Advisory Practice clients, we\u2019ll then push them to clearly define that outcome. This is so, so important. Think about it this way: when you\u2019re in the rhythm of your Monthly 1-1s, you and your employee need to know if they\u2019re successfully producing the result they\u2019re responsible for. To be the most fair to your employee, you need to ensure this is objective, not subjective. Ensure it&#8217;s clean: you can answer is they&#8217;re achieving the thing with a simple yes or no.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">2. Strategic Work<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">These are the 3 priorities that must happen to produce the result. Strategic work doesn\u2019t change day to day; it\u2019s the job the role owns. It should be linked to the business\u2019s objectives and priorities.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">How to write it<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ask: \u201cWhat does this role <em>need to do consistently<\/em> to drive the result?\u201d<\/li>\n\n\n\n<li>Keep it focused: no more than 3.<\/li>\n\n\n\n<li>Think of this as the bridge between vision and action.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Example<\/h4>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><em>Own and manage project timelines from kickoff through delivery.<\/em><\/li>\n\n\n\n<li><em>Lead internal creative briefings and client milestone reviews.<\/em><\/li>\n\n\n\n<li><em>Identify and solve process inefficiencies within the department.<\/em><\/li>\n<\/ol>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">3. Tactical Work<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This is the detailed, day-to-day work that supports each strategic item. I also call it the \u201cdesk-level\u201d work. What is someone actually doing each day? Each hour?<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">How to write it<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Break each strategic priority into its 3 most prominent, repeatable tasks.<\/li>\n\n\n\n<li>Be specific and observable.<\/li>\n\n\n\n<li>Ask: \u201cWhat would someone <em>see<\/em> this role doing on a Tuesday?\u201d<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Example<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><em>[Strategic work #1] Own and manage project timelines from kickoff through delivery.<\/em><\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><em>Create and maintain Asana timelines for each project.<\/em><\/li>\n\n\n\n<li><em>Send weekly status updates to clients.<\/em><\/li>\n\n\n\n<li><em>Schedule and facilitate internal check-ins.<\/em><\/li>\n<\/ol>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">You\u2019ll repeat this for each Strategic priority; they\u2019ll all have (maximum) 3 tactical priorities. You&#8217;ll have a total of 9.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">4. Standards<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Standards are the rules of the road: how people are expected to show up and how the work gets done.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">How to write it<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Divide into 2 sections:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Position-specific standards: What quality and behaviors are expected in this role?<\/li>\n\n\n\n<li>Company-wide standards: What behaviors reflect your values and culture? Also, what are the assumed standards and expectations in our business?<\/li>\n<\/ol>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Example: Position-specific<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>Maintains 95% on-time delivery rate.<\/em><\/li>\n\n\n\n<li><em>Communicates proactively and professionally with clients and internal teams.<\/em><\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Example: Company-wide<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>Practices radical responsibility and clear communication.<\/em><\/li>\n\n\n\n<li><em>Brings solutions, not problems.<\/em><\/li>\n\n\n\n<li><em>Shows up prepared and on time.<\/em><\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Soon, I\u2019m going to write much more about setting Standards &amp; Expectations. This is something <a href=\"https:\/\/zudigitest.com\/ellevatedoutcomes\/emotional-leadership-mistakes-as-a-small-business-ceo\/\">I\u2019ve learned a lot about<\/a> over the past 7.5 years. And over the past couple months, I\u2019ve gotten many, many (many, ha) questions about it.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">5. Signatures<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">During your first week with your new employee, you\u2019ll review the Position Agreement together. Important note: they should have questions. Afterall, these are the performance objectives for employees. In other words, once they\u2019re up and running, their performance will be measured against this piece of paper (remember the 1-5 rating scale in Monthly 1-1s?). Take the time to thoughtfully review this internal commitment \u2013 contract even \u2013 together. They will sign, and you as their manager will sign.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is a shared agreement between employee and manager, that each will do your part to ensure success.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-dots\"\/>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Why the Position Agreement Matters<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Position Agreements aren\u2019t just documents. They\u2019re the foundation of a high-functioning team.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They help current employees understand how they fit into the company\u2019s growth, and they give you a fair and objective framework to measure performance. They also serve as the foundation for training, promotion paths, and sometimes exits.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Another clarifying note: this article is written under the assumption that you\u2019re writing first-time Position Agreements for new employees. But this is a mission-critical step for businesses with existing employees too.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When Advisory Practice clients come to us with an already-established team and wanting to grow, we often start with People. First, Org Chart then Position Agreements. Most often, employees are not clear on what their job and responsibilities really are. And in turn, their managers (you, if you&#8217;re a small business owner) may be frustrated and unsure how to hold them accountable. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Position Agreements are your link between the business goals and getting the work done in an outcomes-driven way. My favorite endorsement of the Position Agreement comes from Alicia Cook of <a href=\"https:\/\/revolvehair.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Revolve Hair Salon<\/a>:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Who knew this one little piece of paper could be so powerful?<\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"<p>When you\u2019re hiring and managing employees, we use two tools that often get confused: the Job Posting and the Position Agreement. Understanding the distinction between these two documents can unlock smoother hiring; clearer employee-boss communication; and down the road, the signal that someone\u2019s ready for a promotion (or conversely, if you need to let them [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":9006,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[479,484],"tags":[146,423,136,137,138,195,346,198,201,348,452,37,202,203,204,149],"class_list":["post-8999","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ceo-skills","category-people","tag-business-advisor","tag-creative-business","tag-creative-business-advisor","tag-creative-business-coach","tag-creative-business-consultant","tag-creative-business-strategy","tag-e-myth","tag-hiring","tag-job-posting","tag-organization-chart","tag-position-agreement","tag-small-business","tag-small-business-advisor","tag-small-business-coach","tag-small-business-consultant","tag-small-business-strategy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - 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