Making personal New Year’s resolutions is great for yourself, but setting up resolutions for your employees is much trickier to pull off. Setting goals for your team to achieve in the New Year is more holistic and typically results better.
Aside from helping your business attain its objectives, setting goals with your staff members can increase worker engagement by ensuring that every team member understands their role in the big picture. When you set goals correctly, it saves resources and time while boosting efficiency.
Therefore, it’s critical to set aside time to think about essential goals for your company, your team, and your employees that can be achieved in the year ahead. Your goal-setting process should be thorough and easy to understand. It would help if you had around five critical goals for the year.
Below is a short list of suggestions on the best way to develop your list of goals.
Start from the Bottom
Instead of taking a top-down approach to setting goals for your team, it’s better to use a bottom-up approach.
With your company’s mission and goals in mind, ask your employees about goals they want to achieve as a team. Start this conversation by looking back at the year that was and identifying any goals that were not completed but could be in the new year. Also, discuss which performance metrics were being met and which were not. Be sure to ask your team about potential blind spots or obstacles management has overlooked.
Set S.M.A.R.T Goals
One popular goal-setting strategy is called SMART – which involves setting Specific, Measurable, Attainable, Relevant, and Time-related goals.
Specific goals are much easier to attain than vague, poorly defined goals. Measurable goals can be broken down into milestones, which can be used to track progress. Attainable goals are goals that are a good use of time and resources. Relevant goals are meaningful to both the company and your team members. Time-related goals have a deadline, which acts as motivation.
Once you have identified your goals, you must figure out how to achieve them. Since your goals will be “measurable,” you should build your plans around the specific milestones and how to track progress toward those milestones. Your plans should also include ways to ensure employees have all the tools they need to succeed.
Consider Support Methods and Rewards
Once you have set goals for your team, you shouldn’t just wash your hands of the entire thing and walk away. You need to provide whatever support you can to your team to help them achieve the goals you set together. It’s also important to consider how to reward your team for achieving both goals and small milestones.
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