Mastering Your Goals & Effective Goal Setting in the Office
Goals. We all have to do them, and very few of us enjoy the process of putting them together. The biggest reason behind not liking the goal setting process, is that many people do not know how to set goals. The other, they may know how to set goals, they understand the process, but they have no idea what they should actually put in their goals. This is a common trend we see in team members. The issue stems from lack of direction from the manager. Which, is not entirely their fault, when they’ve stepped into a role where they’re managing a team for the first time. The manager may not know what should be included in their teams goals. So, let’s frame up what goals should look like or include.
Because the process of defining your goals can be overwhelming, it leaves many individuals feeling unsure of where to start or how to proceed. The lack of clarity in objectives, the sheer size of the project, the navigation of the goals journey and having to map what success looks like, is what contributes to the difficulty in putting the goals together. As the manager, your focus is to provide clarity, guidance and direction from a high-level on what those goals should include. Then, allow your team the opportunity to contribute what their part in achieving the goal is.
For example:
As the manager, one of your goals this year may be to find a way to process a purchase order in less than 2 minutes, and have the confirmation of the order back to the customer within an hour of receiving their order. Great, that’s a goal we can measure and track. This goal will not be done on your own, you will engage with your team for their support on moving the project forward, which they’re excited to participate in (yay for engagement!). Now, you have six people on your team, how do they all write one goal contributing to this project?
First, the manager needs to connect with the team to highlight and walk through what the project will entail. For example, there will be a software implementation component, a testing component, a customer facing element, communication letters, etc. Second, get an understanding of what your teams interests and strengths are. Lastly, work on assigning specific individuals to elements of the project, as mentioned above, based on their interests and strengths (what they’re good at).
Now the team is aware of which element of the project they will be supporting.
It's paramount to prioritize goal-setting for your team members at the onset of each company year. Encouraging them to establish goals that leverage their strengths not only fosters engagement but also drives overall performance. These goals should be Specific, Measurable, Achievable, Relevant, and Time-bound (S.M.A.R.T.), ensuring clarity and accountability.
From the example above, the team member can write the “specifics” of their portion of the project in the goal. They will then need to break those specifics down into small milestones, and then smaller tasks. Once they’ve identified the milestones and the tasks, they can set target dates and deadlines, those become the “measurables”. As the manager, you’ll want to verify these deadlines are “achievable”, “relevant” and “time-bound” to the overall project deadline. By focusing on strengths based goals and aligning your teams goals with interests and skills, engagement and performance are likely to improve.
The above was an example of one goal your team member would have. When it comes to the number of goals each team member should have, it's crucial to strike the right balance. Too many goals can overwhelm team members and lead to subpar performance, while too few can lack substance and purpose. Consider a structured approach with three goals focused on roles and responsibilities and one dedicated to personal development. This empowers team members to take ownership of their growth while staying aligned with organizational objectives. This structured approach fosters empowerment and engagement, enhancing the goal-setting process.
During your one-to-one meetings, your discussions should include an element of focus on goal progress, identifying any challenges and necessary actions. As a leader, coaching and mentoring team members on achievements and potential risks are vital. Discussing goals as part of your one-to-one’s also provides ongoing support for your team member and strengthens relationship-building.
As a leader, your role is not only to guide but also to coach and mentor your team members, fostering a supportive and collaborative environment. By empowering your team members to set meaningful goals that leverage their strengths, you'll not only enhance performance but also foster a culture of continuous growth and development.
Happy Goal Setting!
