Here are some useful tips for effective employee goal-setting that are crucial for improving employee performance:
Performance goals give employees a structure to perform and excel in the organization. However, employees may need assistance in achieving their goals at times if goals are not set right according to various metrics and parameters. Things start to become better when the employees start defining their own goals in consultation with their managers. Goals that are challenging yet achievable are the ones that act as motivators for the employees to exceed their performance. A goal that is unrelated, non-specific, or unachievable will cause employees to lose their engagement or interest and result in them not putting enough effort towards achieving it. When goals are relevant and practical, managers are incentivized to act as motivators. They monitor the employees’ progress with more direct involvement required for employees who struggle to stay on track on their own. Ideally, this is where an organization must start setting the right individual goals to help its employees perform well. Let’s look at how managers can help employees (and, therefore, the organization) set the right goals and achieve them.
Setting the right business goals for your employees is a crucial responsibility of any manager. A manager will drive improvement in employee performance and also actively help strengthen the business by setting measurable and achievable goals. First and foremost, the employee’s goal must be aligned with the company’s short term and long term goals. This will help employees contribute to organizational performance and deepen employee engagement. You can even prepare guidelines and criteria for a successful employee performance goal setting to set a benchmark for all the managers and employees.
As a manager, how much do you think should you be involved in helping your employees set up goals and achieve them? The answer is ‘as much as possible.’ Failure to meet the goals reflect not only on the employee responsible but also her manager and the entire team. Hence, there needs to be a balance of involvement from the manager’s side with the employee’s ownership over the process of achieving the goals. The key is to actively participate while giving your employees the space they need to work and succeed on their own.
Here are some fundamentals to follow as you navigate on how to set the performance goals and motivate your employees to achieve them:
|Many times goals are broadly defined and hence are unable to specify actionable. For example, ‘I want to grow my business’ is a broad goal. Here’s how this can be converted into a SMART goal that helps define specific actionable:
Setting goals is an excellent opportunity to co-establish performance goals with your team members and align them with organizational objectives to increase the chances of achieving them. Specific-Measurable-Actionable-Result-oriented-Time-bound (SMART) goals bring in the much-needed clarity in the entire performance management process. Aligning goals with competencies at each level and linking them to employees’ career development can bring in long term benefits. Recognizing employees’ goal achievement and suitably rewarding them is equally important for improving their engagement.
Deploying an employee performance management system that helps you implement these functionalities is extremely critical to setting & achieving those goals.