What Do Your Employees Need to Achieve Their Goals?
As we enter the last stretch of Q1 in 2011, your organization may be cementing performance goals and initiatives. However, setting the goals may seem much easier than achieving them.
Goal Alignment, cascading goals and the TOPS ideal (Tied to Organizational Priorities and Success) drives many companies to begin the goal setting process by announcing yearly goals and initiatives. Ideally, before goals can be aligned employees must be able to understand how their actions affect the organization's success. It is a common practice for goal setting to align with the performance management process. Reviewing progress made towards individual goals no less than quarterly, and often monthly is common.
To make this clearer, managers must be able to translate the organization's goals to their direct reports, making the connection from organization goals to employee goals more visible.
Once this vantage point is clear, employees can set their individual goals using the SMART formula (Specific, Measureable, Attainable, Realistic and Time-bound). We recommend that managers take the role of supporter and sponsor in this step. Encouraging employees to take ownership of setting the goals ultimately helps ensure their accountability for goal attainment. Ideally, identifying resources for goal attainment is a collaborative process that leaves the employee motivated and ready to take on the challenge of the goal.
As your organization gears up for Q2 and the remainder of 2011,points to consider include: align individual goals with organizational goals; identify resources for successful achievement; communicate the impact of ongoing changes to resources; and recognize the need to check in and provide feedback to all employees, including your high-performers. Building a high level of communication with employees allows them to feel supported during their successes, but more importantly, during times when obstacles may present themselves.