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Goal Setting

If you want to succeed, you need to set goals. Without goals you lack focus and direction. Goal setting…provides you a benchmark for determining whether you are actually succeeding. (source: Mind Tools)

Setting goals for employees

Setting goals helps employees to stay motivated as they can see how their individual performance links to the overall business success, whilst increasing productivity. Setting goals can give employees more self-confidence and reduce stress, resulting in employees being happier which means they’ll be more productive. The Centre for Management and Organisation Effectiveness reported an increase in performance by 20-25% in team’s who have set goals.

Although employees should always have goals and objectives which they are working towards, it’s vital line managers set new employees with targets so they understand what is expected of them during their probation period, and also gives the line managers something tangible to review at the end of the probation period.

In addition, setting goals can help to retain key employees within the business through providing them with a clear career development path and making them feel valued.

How to Set Goals

  • Identify targets and objectives – think about what has worked well for an employee, where do they need development, what are the business objectives over the next review period, and personal development of the employee. Goals should be mutually agreed between the employee and their line manager.

  • Write goals down – as part of an employee’s review, goals should be agreed and written down, whether as part of the review or a follow up email. This ensures the goals are tangible and won’t be forgotten.

  • Ensure goals are SMART – in order for goals to be meaningful, they should be; –
  • Specific – a clear outline of what the employee is required to achieve.
  • Measurable – include a measure to enable you to monitor and track progress, and so you know when the goal has been achieved.
  • Achievable – goals should be designed to stretch and challenge an employee, but it is important that they are achievable for the individual and not setting them up to fail.
  • Relevant – goals should be relevant to what the company and / or the team needs to achieve.
  • Time Bound – agree deadlines by which the goals will be achieved or reviewed.

  • Set both short term and long term goals – allowing the employee to have some quick wins in terms of their achievements will help them to stay motivated whilst working towards longer targets.

  • Review – goals should be reviewed to check progress, make adjustments if necessary and ensure the employee is getting the right support to achieve their goals. Also reviewing goals will ensure achievements are recognised accordingly and new goals can be created.

If you would like further guidance or support on this matter or require advice on other people management matters please contact Clover HR on 0121 516 0299 or email us at info@cloverhr.co.uk  ©️ Copyright Clover HR


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