These seasons usually bring these conclusions … both personal conclusions and business goals. Regardless of what the goal is, here are some tips to help with your goal setting:
Before defining goals … make sure that it meets the SMART criteria:
– Specific: The goal has a much greater chance of being achieved than a general goal. To set a certain goal, you must answer six "W" questions:
- Who: Who is involved?
- What: What do I want to achieve?
- Where: Identify location.
- When: Establish a timeframe.
- As: Identify requirements and constraints.
- Why: Specific reasons, purpose or benefits of achieving the goal.
– M easurable: Create tangible prerequisites to measure progress in order to achieve each goal you set. Ask questions like …… How much? How many? How will I know when it is reached?
– A ttainable: Is the Goal Achieved? It should be stretching to achieve the goal, but not so much that it is ruled out.
– R ealistic: What needs to be done to achieve this goal should be within the supply of resources, knowledge and time
– T The goal should be to have a clearly defined deadline and include the end date target.
Using the SMART criteria above, the company should determine 3-5 goals that are tied to the company's performance measures. Often it is financial, business development, process development or customer satisfaction.
When the company's goals are determined, they must be shared through the company and translated into the departmental goals. This departmental threshold became the framework for each employee's individual goals. Here are the goals cascaded as business goals down to the league level down to individual goals. These unique goals can play an important role in performance management, career development and employee salaries.
Some other useful tips:
– Use a public forum (all business meetings, webcasts, emails, etc.). To share the goals. This ensures that all employees hear the same uniform message.
– Accepting the company's goals at the beginning of the fiscal year and encouraging executives to set goals for development goals that can be delivered down to the level of staff.
– Setting goals at the department and employee level ensures that a daily working employee works to succeed in the company's success.
– Connect the goal of the performance management process, where the employee's performance can be assessed based on their goals on a quarterly, half-year or yearly basis.
– Checking the limit several times throughout the year. It does not have to be a formal process … just a quick conversation to review the goals to make sure they still have common sense. As business and business conditions change, be sure to review the goals to make changes accordingly.