Today, we’re going to talk about something every supervisor and employee should do: set goals. Whether timed to the start of the calendar year, or done in conjunction with quarterly or annual reviews, goal setting has far-reaching benefits.
Employees who set goals increase both their commitment and motivation, and they become more invested in their jobs and long-term career plans. Employers also benefit—the goal-setting process allows them to direct employees’ efforts toward maximizing accomplishments and… perhaps most importantly… toward supporting the company’s own long-term goals.
Sounds like a win-win… but how do you, as a manager, go about setting goals?
To start, know that goal setting will be most successful when you provide each employee with clear expectations regarding performance that are tied to an understanding of how his or her individual work contributes to the company’s overall goals.
To help make that happen, there are 7 key criteria that your goals should meet.
1. Be specific. Clearly communicate the tasks or behaviors employees must accomplish or demonstrate to achieve successful results. Performance goals should function to align employee growth and development with that of your business.
2. Be realistic. You need to set goals that are challenging, but attainable based on your employee’s knowledge, skills and resources. Ask the employee for input, and make sure you monitor and update goals as circumstances change. Your definition of “realistic” may change as the year proceeds.