Steps for Goal SettingSteps for goal setting - A practical guide
As a manager, one of your most important responsibilities is making sure that your employees set Smart goals and that those goals are met successfully. Traditionally, the manager would develop goals for the employees and would define the expected outcomes using his/her own criteria. There was no consultation and discussion in place to negotiate goals or to create a shared process of developing them. This top-down approach created a lot of dissatisfaction, low morale and employee turn-over.
Take the time to actively support your team through the goal setting process by clarifying company’s vision, mission and other important information related to the company.
Guide employees towards setting goals that stretch their potential but are achievable.
Determine how performance will be evaluated and goal achievement measured. Develop indicators to measure progress.
Be an advocate for your team throughout the process.
Explain the bottom-up approaches and its value to your employees. Some of your team members may have never been involved in such a process before and may be hesitant to make important decisions and set goals that are going to determine their performance. Some may feel it’s a trap of some sort and may not be willing to participate.
Create an atmosphere that fosters open and honest communication.
Set ground rules for the goal setting process.
Facilitate group sessions to determine the components of a goal and the expected outcomes.
Provide space and time for everyone to engage and contribute.
Summarize discussions and provide a framework of agreement on the criteria to develop goals.
Develop a timeline for achieving those results.
Prioritize goals. This helps your team members in making daily choices and decisions based on the relative importance of each goal. Finalize the discussion by discussing how performance will be monitored based on progress toward the goals. If some goals require a group effort, show each team member how individual achievements will contribute to the group’s work and how these contributions will be measured. If success achieving a goal will be evaluated by multiple criteria-such as client satisfaction, quality, value added, cost, and quantity, for example-define that clearly.
Get your employees to commit to the agreed-upon goals. Without this commitment, setting a goal is pointless. Once you’ve completed the process, let your employees know that you will monitor and provide feedback along the way. Follow up by monitoring progress and communicating your appreciation or encouragement throughout the year.
Articles - Steps for Goal Setting :
Goal Setting Tips
Goal Setting Forms
Other Interesting Resources - Steps for Goal Setting:
Goals: Setting And Achieving Them On Schedule
The BIG Goals System: The Masters of Goal Setting on Achieving Success [With 2 DVDs]
Getting Organized at Work: 24 Lessons for Setting Goals, Establishing Priorities, and Managing Your Time
Return from Steps for Goal Setting to SMART Goals
Outstanding Leaders consider themselves a work in progress
Dr Franklin C. Ashby
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