Annual performance reviews have been a thing for many corporate companies for a long time. If the employees speak honestly their heart out, they would surely say that they do not like it. Many employers get demotivated during annual performance reviews. However, it can be flipped around to ensure the employees stay motivated and the easiest way to do so is by setting reasonable goals for the employees.
How To Set-Up Employee Goals?
Many organizations do not prefer goal-setting for employees for the reason being that it is too time-consuming. However, if done effectively, such goal-setting can benefit the companies as they motivate and inspire the employees to step up their work. The following three steps will easily help to set up employee goals that will work.
1. Involve the employee in the goal making process
The ultimate aim of creating the goals is to ensure that the employees improve their processes. Therefore, it becomes vital to ensure that the employee is involved in the goal-making process. Involving the employee themselves in the process will allow you to craft reasonable goals and further, will make the employees more responsible. The goals should be specific, measurable, actionable, result-oriented and time-bound. One can write down the goals on paper while discussing with the employees, which can later be captured via camera and then, by converting the JPG to PDF, it can be mailed to the employees. There are many online PDF editors which allow you to do such conversion including converting a PDF to JPG file too.
2. Link the individual goals of the employees with business objectives
In order to ensure that the set goals help the business to excel, it is critical to link the individual goals to business objectives. Further, when the employees are able to realize how their goals will contribute to the growth of the business, the employees become more effective.
3. Review the goals
The biggest mistake that a company can make is setting stagnant goals. Simply creating a goal is not enough, it needs to be reviewed from time to time because business can be dynamic. On the basis of the change in the industry, the goals sometimes need to be changed too.
5 Ways How Setting Employees Goals Can Benefit The Company?
Here are five ways how setting goals can benefit the company.
1. It aligns the work of the employees with the business objectives
The set goals, tie the employees, managers, and leaders with a common purpose. Further, it helps the employees to gain a better perspective towards the business goals of the team. It would be wise to distribute the business goals to the employees to make an employee more responsible for their tasks.
2. Provides a clear direction
Setting goals provides the employees with a clear direction about what is expected from them and when the task at hand needs to be completed and which project should they be currently working on in addition to the effort that is required to complete the work. Further, setting goals provides the employees with a clear focus on their goals and this can be beneficial for the company as it ensures that the goals are met.
3. It motivates the employees
Setting goals can always keep the employees motivated. They can see the direct impact of the goal that they are working on based on how the business is performing. On the basis of that performance, it becomes possible to put more effort into the project whenever required. The motivated employee, in turn, works like bliss for the company to meet their very own business objectives.
4. It creates a good working environment
Creating goals for the employees creates a good working environment as it reduces unnecessary stress. The goals act as a guiding light for the employees and further, help them to increase their focus on the task at hand. Also, distributing the goals among the employees at the beginning avoids negative competition among the employees.
5. It allows the company to increase accountability
By setting goals when the responsibilities are distributed, the company becomes liable to hold its employees accountable. Of course, holding someone accountable does not mean saying a negative statement that can demotivate the employees. In fact, the managers can use this as an opportunity to figure out what went wrong and why and how things can be corrected.
After the goals are set for an employee, it is recommended for check-in meetings to check the progress of the employees. Such meetings can also be used for reviewing the performance of the employee and discussing with them if they are facing any problems.
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