What Should a Manager and Employee Do To Set Attainable Goals For 2020? Performance review season is certainly one of the busiest times to share employee goals with employees. Many companies conduct employee performance evaluations on a regular basis; however, the manager's meeting with his or her staff is a good time to share future goals for the year.
When you discuss your future goals, ask your staff what they think they can accomplish if given an opportunity to set goals for themselves. In addition, your employees should be aware of the type of things that they can expect to accomplish once they have made clear their goals. If you do not plan to evaluate employees annually, you can also share information about your own plans for this year by asking your employees about the specific areas in which they want improvement.
If you will be evaluating employees every three years, you might want to include your goals in the planning and discussion of the year's tasks. If you will only evaluate employees during performance reviews, then you might want to plan your goals before you have a chance to review the performance of each team member. By setting attainable goals in advance, you will be able to plan ahead and stay on target for achieving your goals.
Once you've determined the year's goals, you will need to evaluate your efforts to achieve those goals. Most managers make the mistake of expecting their employees to rise to their level. Employees must work toward goals on their own. Although you will need to monitor the progress of employees in achieving their goals, your role is much less active than your supervisor's.
You can help your employees by providing them with appropriate tools and techniques to work toward their goals, such as motivational speeches, books, audio programs, and a variety of other tools that allow them to focus their attention on their work. Your employees will work harder if they understand the process through which they achieve their goals, and they will be more successful if they know that they are working toward a common goal.
Goals should also be realistic. If your goals involve a significant change in the way that your company operates, it is important to make sure that your employees understand the implications of the change. and how the change will affect everyone within your organization.
One challenge in setting attainable goals is to define them in terms of both short and long term gains. Setting attainable goals, even if they are long term, does not mean that you are committed to them forever. You may want to consider changing your goals in order to keep the employees happy, or you may need to adjust your goals to fit within a certain timeframe.
Long term benefits of goals are worth the commitment that you make to them. The rewards that you receive when your employees reach their goals will provide motivation and satisfaction that will last throughout the year and beyond.
Your employees will also be motivated to work harder because they know that they are working toward attainable goals. These goals are specific and you can set attainable goals that are based on different areas within your business. One area may focus on sales. You can create measurable goals that show your employees where they will be ranked within the company for their sales, what percentage of their sales are made by customers, and the number of sales that they should make during the year.
In addition to setting attainable goals, you also need to reward your employees. You can give employees bonuses, raises, or cash incentives if they meet specific sales targets.
Goal setting and reward systems may seem difficult at first, but once you master them, it will become second nature. Just remember to have some fun in the process of setting your goals.
Remember that it is important to set goals for each employee and each team in order to motivate them to reach their ultimate goal. If you want to see consistent results, make sure you have a clearly defined and realistic goal and provide employees with the tools they need to reach them.
