HOW TO SET EFFECTIVE GOALS FOR YOUR EMPLOYEES

Most employers are familiar with setting goals for their employees, but not many employers are familiar with setting strategic goals.

And strategy does not mean creating overcomplicated, impersonal goals that have no relevance whatsoever to your employees. Strategy starts with a common understanding between employer and employee - something that is key in any performance management strategy.

START WITH TRANSPARENT COMMUNICATION WITH EMPLOYEES

The only way to set goals that are challenging, achievable, and motivating is by including your employees in your goal setting and making your goal setting individual to each person. There’s never a one-size-fits-all approach. 

By communicating and understanding each person’s future aspirations, as well as their strengths and weaknesses, you can set individualised goals that will drive their success. 

Not to mention, the goal of setting a goal isn’t just to achieve the goal, it’s to motivate your employees. By involving employees in the process, you empower them to take ownership, feel valued, and know they’re integral contributors to the business.

SET SMART GOALS FOR EMPLOYEES

There are endless ways of setting goals that are collaborative and challenging, but one of the most proven ways is by following the SMART framework:

SPECIFIC

Set clearly defined objectives, you don’t want to set anything that’s ambiguous. Vague goals will only lead to confusion and your employees will spend more time figuring out how to impress you than trying actually to hit the goal. 

MEASURABLE

Numbers make everything easier, so if it’s appropriate to use them, use them. Measurable goals provide clarity and allow employees to gauge their performance. So instead of setting a goal to "increase sales," specify the target to "increase sales by 15% in the next quarter."

ACHIEVABLE

Goals should be challenging but realistic. You never want to set a goal and leave your employee disheartened because they know it’s impossible to hit it. By assessing their skills, resources, and capacity to determine attainability, you can set a goal that suits them and will challenge them to get to the next level. 

RELEVANT

Of course, you’re going to be setting employee goals that suit the company’s overarching goals, but you also need to set them with the individual in mind – this is where communication becomes crucial. By setting goals that are in alignment with the employee’s career goals, financial goals, and personal development goals, they’ll be far more motivated because they’ll see the purpose and impact of their work. It’ll also make them feel valued because they know you care about them feeling fulfilled in their career. 

TIME-BOUND

Every goal should have a deadline. However, the word deadline can be Set deadlines or milestones to create a sense of urgency and focus. Time-bound goals help employees prioritize tasks, stay on track, and achieve their objectives within a specific timeframe. For example, establish a goal to "complete the project proposal by the end of the month."

HAVE REGULAR CHECK-INS WITH EMPLOYEES AND GIVE FEEDBACK

Goal setting isn’t a one-time affair. 

It requires continuous monitoring and support to bring results. 

• Schedule regular check-ins with employees to assess their progress

• Offer guidance through training or mentorship

• Provide regular feedback

• Encourage team members to support one another

You want your employees to know that you’re setting goals to help them improve, rather than to micromanage and put unnecessary pressure on them. Effective goal setting and check-ins won’t just result in a goal being achieved. It’ll result in loyalty, engagement, and collaboration which will lead to overall success for the company.

- Written by Oliver Howson

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