Employees make things more complicated than they need to be regularly. A good team accomplishes what it sets out to do. Though it doesn’t, even if all of the employees did their hardest, the team isn’t a good one.
So, how can you make sure that people are not just working hard but that they are working hard on the right things in order to make a genuine difference in business performance and accomplish the intended outcomes?
How to set up successful team goals
Employees may be unsure how to set work objectives that they can attain. They may have formed ambiguous or poorly worded goals in the past, which made them feel intimidated and set them up for failure in accomplishing their goals.
Instead, using the SMART framework, adequately prepared, transparent, and trackable goals may help describe the actions needed to achieve a goal.
When dealing with employees, consider utilizing the SMART goal framework to help them lay a solid basis for success.
Here’s what the acronym stands for:
Individual goals and responsibilities
You’ll have an overarching aim for the team, but you’ll need to break out how that goal will be met. Assign specific tasks to each member of the group in order to achieve the goal. Play to their strengths to develop an action plan in which everyone has a significant role to play.
Writing it down
A simple verbal agreement among team members is insufficient. There are several reasons why writing down your goals increases your chances of achieving them by 80%.
Written goals serve as a regular reminder of what you’re all aiming to accomplish.
Similar goals for similar roles
The employer should create a healthy working environment that promotes employee development. When goal-setting is portrayed as a contest or competition among employees, it can backfire.
It may also swiftly sabotage an excellent work environment. Encourage internal rivalries sparingly, as this may lead to low morale, dissatisfaction, and resentment.
Consider the future
Individually and as a group, where do you want to be in three or five years? What do you expect your group will be able to accomplish? Set goals that will help you get to where you want to go by working backward. Make a list of the measures you’ll need to do to set your team on the road to future success.
Experiment with new things
Doing simply what you’re comfortable with will stifle your own growth. You must set goals for yourself in order to enhance your performance over time.
Communicate and change course when necessary
A goal is useless if it is forgotten after it has been set. Make goal updates a part of your team’s communication on a frequent basis. Consider making it a permanent topic on meeting agendas or scheduling a weekly Slack check-in with your team. Regular communication makes everyone accountable for progress toward the objective, increasing the likelihood of success.
Setting team objectives takes time and effort, but it may pay dividends in the form of a productive team that continues to develop and improve. We need leaders to focus on teams, not just individuals, now more than ever.
We must band together to solve issues, recognize opportunities, and assist one another in difficult times.
It’s vital to reward employees who meet or surpass their targets. Not only does such a reward (bonus, award, or public acknowledgment at a staff meeting) praise the employee’s achievements, but it also shows that the organization values such dedication and hard work.
It may even motivate the rest of the employees to strive hard toward their own objectives. When such hard labor goes unappreciated, employees may reasonably believe there is no value in continuing to work so hard, and they may cut their output or even hunt for a new job.
Questions to ask before setting up new objectives
- When is it appropriate to set a goal? It’s all about the timing. Get going as soon as possible.
- Is it possible for everyone to see the goals? Leaders must “create a picture” of success with well-defined goals that everyone can see and comprehend.
- Are all of your goals in sync? To improve your chances of success, make sure your personal, team and corporate goals are all in sync.
- Does everyone know what they’re going to do next? Break the stages down into smaller, more manageable daily, weekly, and monthly tasks, and keep track of your progress with a frequent check-in system.