Every leader and manager would agree that setting goals is important for any business, especially employee performance goals. The sound goals provide the platform under which the organizations are able to progress, failure to which could result in derailed performance.
While setting those goals is essential, it is paramount to understand that achievable goals encourage the employees to work towards them. They try to push themselves to accomplish the tasks in smaller bits, with an intention of achieving the main goal, especially when there is a price tag attached to that.
Ask any leader, “What motivates your employees to wake up every day at the workplace?” The quick answer would be setting goals gives the workers the power to complete the assigned tasks.
Why employees’ performance goals are important
Goals are important to help the companies to drive the performance of the employees. The competition in the market and the changing economic times calls for innovative and creative approaches in handling the organization’s matter.
Ideally, it would be inconsequential to run a company without the set goals of what one wants to achieve. Well-designed goals have the capacity to align the team’s performance with the overall strategy of the company. In the same vein, performance goals act as a reference for the performance review.
Before achieving the desired results, it is supreme for the manager to visualize the journey that they would take to achieve that result. This entails comprehending the challenges and strengths of the workers, and possible blocks that limit achievement. As a result, the employees get a clear direction of where they are going.
What not to do
The first and the worst mistake that leaders make is to set goals that appear solitary. They sit together with the management team, segment what’s to be done, and rarely do they involve the junior workers.
This has an effect of ending up with unachievable goals, ultimately failing the business. Giving the employees targets that are challenging is a source of stress to the employees, and they lack the ambition to perform well in their job.
This gives the illustration of why it is important for the employers to consider the workers as part of the organization and set goals that can be achieved.
How to set realistic goals with employees
If you want to improve the performance of the team, setting employee goals should be aligned to the main goals of the company. An employee would perform effectively if their goals rhyme with that of the company, and this makes them feel as part of the larger organization.
How do you set goals that can be defined as realistic? They should be specific, measurable, achievable, relevant and time base (SMART). The goals must be attainable and measurable in such a way that the employees can accomplish.
Apart from using the strategy mentioned above, it is also crucial to ensure that the leader understands the kinds of employees they have. The importance of having the clarity of an internal business environment enhances personalization of goals to avoid copying others that can be challenging to accomplish.
Top 5 employee performance goal examples
We have noted that setting performance goals is essential for any organization. When you seek assistance in setting performance goals, a number of options are available. Every example differs from the other depending on the industry.
Here are some of the examples of performance goals.
These are goals that are aimed at fostering teamwork and cooperation in whatever the colleagues’ purpose is to do. It improves performance and productivity, and also shadows the weaknesses of less performing employees.
For example, a team member can help a less performing one to increase their sales.
Professional development goals
Helps the workers to remain relevant in a competitive market. Such goals promote innovation and creativity within the workplace.
The goals include adaptability, time-management, productivity, accountability and decision-making. Being able to develop these talents promotes accomplishment of professional goals.
For example, implementing time management to ensure timely completion of projects.
Soft-skills development goals
Soft skills are those that cannot be taught in school. These are essential for the workers to be able to work effectively with others and promote attainment of goals.
For example, ensuring integrity when dealing with customers.
People management goals
This involves being able to relate well with people, and demands proper communication skills. For example, communicate with people from other departments to understand their challenges.
In consideration of performance goals examples listed above, any organization focusing on setting achievable goals is set to experience growth. These goals are vital to ensure that workers align with the overall goals of the company.
See more in our other articles such as Key steps in setting employee goals.