Goals are desired outcomes or results set by individuals, teams, or organizations to provide a sense of direction and purpose for all stakeholders.
Goal setting is the identification and selection of what targets to achieve and the development of an unambiguous action plan to achieve it.
For goal setting to be effective, the manager must adopt a collaborative approach with team members or employees to determine the objectives that should be achieved. Employee progress should be measured against benchmarks and key performance indicators specifically highlighted for the employee’s attention. A manager should guide employees to identify the skills and professional development required to achieve the set goals. Goal setting for employees may also incorporate their personal targets and future ambitions within the organization.
It is pertinent to note that a manager must take a comprehensive approach in setting goals for and with the employee. These goals should align with the employee’s personal development, roles and responsibilities, the team objectives, and the organization’s business objectives and growth strategy. They must advance the prospects of the employee, the team, and the organization.
An employee must take ownership in the process of developing goals hence the need for collaboration. Managers may intend certain goals for employees, but they are likely to get insightful answers if they allow employees to identify goals specifically related to their jobs and that are meaningful to them. If suggested goals align with company objectives, a manager can work with the employee to develop action plans for achieving those goals.
Supervisors and managers should ensure a high level of transparency with the team to avoid bias. This can be achieved through setting clear guidelines, and documentation of expectations, goals, progress, challenges, improvements, training, and development opportunities.
Carefully planned, clear, and trackable goals set within the SMART (specific, measurable, achievable, relevant, and time-based) framework can help outline the steps necessary to reach a goal. Ambiguously worded goals could set employees up for failure as they see the goals as daunting and unachievable.
Each element of the SMART framework, outlined below, works together to set boundaries, define next steps, identify necessary resources, and pinpoint indicators of progress. Consider using the SMART goal framework when working with employees to help them create a strong foundation for success.
Specific: create goals that are as clear and specific as possible. This will require asking the right questions such as: What do you want to accomplish? Who is a part of this goal? What steps/actions are required to achieve this goal? Why do you want to achieve this goal? What results are needed to consider the goal achieved?
Measurable: outline specific criteria for indicating progress toward a goal. It helps employees stay on track, accountable, and motivated toward achieving set goals. Specific questions to ask are: How much improvement do you seek? How will you know when you meet the goal? Are there key performance indicators to signal that you have met the goal?
Achievable: set a well-defined goal that an employee can realistically attain but that can also stretch the employee in their role to feel challenged. Check for limitations that could inhibit the employee’s achievement. You can ask employees questions such as: Is this goal realistic? Do you have what you need to get it done? How does this goal fit in with your overall workload? Are other relevant team members available to help if you need it?
Relevant: set goals that align with other goals and are still worthwhile to the employee. The benefit of going after the goal, and its’ importance to the business should be obvious to the employee and so reinforce how their work is part of the big picture. Specific questions for goal relevance are: Is this goal worthwhile? How well does this goal align with our business priorities and the company’s mission?
Time-Based: Agree on a timeline for when goals must be reached. Without a sense of urgency, your team may not feel motivated to achieve them so set clear target dates for meeting goals. Depending on the position, specific goals centered around productivity and efficiency are often very effective. Ask these specific questions for time-based goals: What is the deadline for this goal? Why is this deadline important? Will the completion of this goal start another goal process?
Collaborating with employees to set goals enhances open communication and feedback. Employees with clearly outlined goals are better positioned to push themselves, meet new challenges, and feel engaged. This will help your workforce stay challenged, motivated, and connected with their work through appropriate goals.
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