We harp on productivity numbers and calculate the ROI of employee programs with the hope that all the attention will result in better performance. What if the real stalemate was way earlier than that? What if performance was being stunted as soon as day one? Unfortunately, many leaders neglect to set performance goals with their workers which means that roadmap Thalassinos mentions either doesn’t exist or is rudimentary and unorganized. Employees need that direction for their own success, but also to ensure their job is realizing its full potential for your company.
Are you making any of these common mistakes when setting goals with your employees?
“Goals are like your roadmap or a compass…” ~@sthalassinos
Mistake! Not Setting Goals.
One of the most common goal-setting mistakes is not setting any to begin with. Only 36% of organizations have a standard, company-wide strategy for setting goals. There’s a good chance this means your organization is overlooking the importance of establishing objectives, which is a disaster for your tenured team, but an even bigger missed opportunity for those new hires you’ve spent so much time attracting.
Solution: There isn’t a shortcut. Take control of your organization and the achievements you aspire to see by simply creating a goal setting process leadership and employees can follow. It’s pivotal that you use something that’s scalable for executives to interns. It will help build habits and ensure everyone is knowledgeable of what it takes to move through the goal process with confidence. Plus, it reminds the company that no one is too new or experienced to make themselves better and push their professional boundaries.
BONUS: While we can’t give you shortcuts in creating this process, we can say that our real-time feedback tool gives you and your employees the ability to connect performance goals to specific feedback and communication. It reduces confusion and ambiguity in deliverables, but also clarifies expectations of the leader and employee.
Mistake! Making Goals Too Attainable.
How can you see greatness if you don’t set yourself up for it from the beginning? Some people will find a lucky break, but in business, it’s usually those who make it a point to plan for amazing feats that actualize them. Of course, there’s nothing wrong with focusing on the little tasks that lead to the end of a big project, but those are the daily goals, not the big ones we use to guide career trajectory or the achievements of the company. When setting goals with employees, it’s important that you find a balance between a challenge and an obvious win. An even mix will mean a motivated and satisfied employee while too much of one can mean frustration.
Solution: Set goals Go to the full article.
Source:: Business 2 Community