In this installment of our management guide we look at setting goals.
The setting of goals is one of the most significant, but often overlooked, tasks at work. Yet, by applying a few basic guidelines, managers and employees can be setting and achieving goals that push themselves and their organization forward.
It is often assumed that employees automatically know the goals of the company. This is often not the case, yet they need to be clear on the goals in order to achieve them. Scheduling weekly or monthly meetings with employees to talk about the position of the company and future goals can do great things for the morale of employees. Employees that are briefed on where the company is headed are more likely to be going in the same direction.
Managers and employees should communicate to formulate mutually agreed upon goals. Employees enjoy being involved in the setting of goals and more often than not accomplish the goals if they have had an integral part in setting them.
Merely setting a goal to increase sales outright does little to inspire the sales team. However, if the goal is to improve sales by 5% in the month of June, the goal becomes more focused and measurable. Goals needs to include amounts, times and dates. Being specific results in an increased chance of the goal being accomplished.
If goals are established and employees never hear if they have been reached, the whole purpose of setting goals loses its credibility. Management should update employees regularly throughout the time period set for achieving a goal to let them know how close they are to reaching it.
Making sure everyone is working toward a goal is as simple as noting the goals down and posting them in a common area. Taking this a step further, management can even plot the progress being made. This is advisable because only being made aware after the allotted time has elapsed that a goal was not achieved damages morale. - 29942
The setting of goals is one of the most significant, but often overlooked, tasks at work. Yet, by applying a few basic guidelines, managers and employees can be setting and achieving goals that push themselves and their organization forward.
It is often assumed that employees automatically know the goals of the company. This is often not the case, yet they need to be clear on the goals in order to achieve them. Scheduling weekly or monthly meetings with employees to talk about the position of the company and future goals can do great things for the morale of employees. Employees that are briefed on where the company is headed are more likely to be going in the same direction.
Managers and employees should communicate to formulate mutually agreed upon goals. Employees enjoy being involved in the setting of goals and more often than not accomplish the goals if they have had an integral part in setting them.
Merely setting a goal to increase sales outright does little to inspire the sales team. However, if the goal is to improve sales by 5% in the month of June, the goal becomes more focused and measurable. Goals needs to include amounts, times and dates. Being specific results in an increased chance of the goal being accomplished.
If goals are established and employees never hear if they have been reached, the whole purpose of setting goals loses its credibility. Management should update employees regularly throughout the time period set for achieving a goal to let them know how close they are to reaching it.
Making sure everyone is working toward a goal is as simple as noting the goals down and posting them in a common area. Taking this a step further, management can even plot the progress being made. This is advisable because only being made aware after the allotted time has elapsed that a goal was not achieved damages morale. - 29942
