“All businesses should look to set goals for their employees as this can help to improve the business and drive it forward. This can also give your employees a sense of purpose and keep them focused on their role at the office. But it can be difficult to set goals for your employees that are meaningful and actually drive them forward. Setting good goals from the outset can be difficult as you want to make sure that they are challenging but still realistic enough to achieve. Our blog provides some advice on how to set meaningful employee goals so that you can continue the development of your business.
Setting Achievable Goals
The first step you should take when setting goals is to make sure that they are achievable for your employees. There is nothing worse than setting goals for your employees that they don’t have any chance of achieving as this can be demoralising. You should also make sure that you think about relevant goals for each employee as each person will have different abilities. You should also think about both long-term and short-term goals that your employees can work towards achieving. If you are struggling to think of goals then a few generic goals for an office environment could be;
Productivity – you could set your employee a goal to be more productive in the office if others often work at a faster rate
Time-Keeping – this can relate to both the time they arrive for work and also the time that they submit their work to deadlines
Development – setting employees development goals is easily measurable if you provide them with courses to take or skills to learn
It is important that you align your employee goals with a career development path so that they know why they are working on tasks. There needs to be an end goal for your employees so that they are not simply working harder without a reason to do so. Career development is an important factor for happiness in the workplace. Depending on your industry, employees might need to complete courses and gain a qualification to be able to change their position. Alternatively, they might simply need to prove they are capable of undertaking certain tasks. Whatever it might be, you should align your employee goals with their role in the business.
Once you have established the goals and the reasons for doing so, all that’s left to do is accurately track these over a set period. You should make sure that the period you set for your employees to achieve these goals is also realistic. Your goals should be tangible and something that you can measure. For example, it would be unfair to set somebody a goal that you can’t accurately measure, such as engaging in more conversations, as you won’t be able to constantly monitor them. But you can track progress on a course or how productive they have been over the course of a month.
By following this guide to setting goals you should be able to set meaningful goals that your employees can achieve. This can really help to drive your business forward and also keep your staff happy. Without something to aim for, your employees can feel like they don’t have a purpose and can feel that it is time to move on. Effective employee goals can help your business grow and improve employee satisfaction.”