Goal setting is a tedious and daunting process, if one is just starting off. But it should be considered as one of the most important tasks of a manager because of its numerous benefits. Having effective goals increases employee productivity, motivates them, improves decision making and time management skills, and promotes teamwork. That’s why it’s important to set goals for your employees which are effective.
In this article, we will share seven tips to set effective goals for your employees.
While goal setting, conscious efforts should be made to align organization goals and strategies to employee goals. As a leader or a manager, you must let every employee know how their goal is linked to the organization’s goal. Once the employee understands how they fit in the bigger picture, they will be able to work more effectively. Employees are motivated and focussed, and work towards achieving goals for themselves as well as the organization.
Engagedly’s goals module allows you to seamlessly align individual employee goals with the department and the organization.
According to recent research done by Gallup, only about half of employees understand their job expectations and, even more concerning, managers aren’t even sure of what is expected of them! Especially when you consider that among employees who strongly agree that their manager helps them set performance goals, 67% are engaged.
Managers should involve employees in the goal setting process from start-to-end. They should encourage employees to come up with their short-term and long-term goals. In this way, the goals won’t seem enforced, and there would be better chances of achieving it. Employees feel a sense of commitment to their goals. Involving employees in goal setting will allow for setting job-specific goals, which will help to increase productivity.
Goals should be adaptable and can be changed with time, as per the needs of the organization and the business. As priorities of businesses change, so do the goals. Parameter by which the goal is measured also changes accordingly. If a goal cannot be changed as per needs, it becomes irrelevant and remains no longer important for the employee and the organization.
Set SMART Goals
Managers and employees should work on setting ‘SMART’ goals. The ‘SMART’ way allows a goal to be measured quantitatively as well as qualitatively. The SMART method stands for:
- Specific – Goals should have a specific purpose. If there is no specific purpose to a goal, then it is bound to fail sooner or later.
- Measurable – Goals should ideally be measurable, so that it can be tracked in terms of progress and completion. When you can measure a goal, you will also be able to tell if the goal was met successfully or not.
- Achievable – Goal should be achievable. They shouldn’t be too easy nor too difficult to achieve.
- Relevant – Goal-setting in itself is not enough – you must make sure that these goals are relevant to the people who will utilize them.
- Timely – Goals should be time-specific during which it is to be carried out, and the objectives of the goal should be met. Time-specific goals help in keeping employees motivated and engaged.
Measurable goals will help everyone evaluate the results and help them know what is effective. – Read more
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