Studies have revealed that establishing specific and demanding goals for staff members results in superior performance; however, simply setting goals as a matter, of course, isn’t good enough.
For goals to lead to higher productivity, there ought to be the connective tissue between the goals of the company, those of teams within the company and the goals of individual employees. When this occurs, everybody in a company is moving towards the same objective with the knowledge of how the work they do plays a role in the bigger picture.
Below is a short guide on how you can set meaningful goals for your team to achieve this year.
Clearly Identify the Problems You Want to Solve
Goals are essentially solutions, and if you want goals that carry meaning; your goal-setting process should start by determining the problems you want to solve. Consider any nagging issues that should be addressed or gaps in performance that need to be closed.
When trying to define problems for your team to solve, consult with people at every level of your organization.
Set Team Goals
After you’ve established what problems need to be addressed, you can set team goals that are challenging and meaningful. When you set goals that your team can rally around, it gets them on the same page, as opposed to a situation where each individual has their own focus. That being said, team goals should be easily digestible into smaller individual goals.
Work with Employees to Develop Individual Goals
After figuring out goals for your team, work with the people on your team to establish individual goals. It’s important to allow for some autonomy when it comes to setting individual goals. Based on their career objectives, personal life demands, and knowledge of their position, your individual team members are in the best position to figure out personal goals that segue into team objectives.
When setting individual goals with your team members, ensure that goals follow the SMART framework for goal setting: specific, measurable, attainable, relevant and time-sensitive.
Establish Deadlines and Progress Metrics
Establishing deadlines and measurable progress metrics is a major part of setting SMART goals. Both can help when it comes to developing a sense of accountability. An objective without a deadline runs the risk of continuously being pushed back. A goal without metrics runs the risk of getting lost in the daily shuffle.
Deadlines can help people to develop a sense of urgency and metrics help when it comes to staying focusing on maintaining daily progress.
As a team leader, it’s your job to help those on your team achieve their goals in accordance with overall team goals. Make certain that your team members know you’re available to answer questions and provide guidance. Give advice and feedback in ways that feel supportive, not judgmental.
We Can Help Your Team Achieve Its Goals in 2020
At Cornerstone, our job is to help company leaders achieve the goals they set out for the team. Please contact us today to find out how we can help you achieve your goals.