Keeping A Broader Perspective With Individual Goals

John Follett

Having individual goals in a company or organization can help every department move forward towards the greater good. Creating an individual goals template for the company can help outline objectives, timelines, deliverables, department goals, and the basis by which those results are measured.

Individual goals influence business objectives and help any company, regardless of the size. When a company outlines specific goals for employees to meet, business performance and worker satisfaction improve. Unfortunately, only 7% of employees working today understand the business goals of their company. Their supervisor may stress meeting a quota or deadline, but may not explain why it’s crucial to meet those goals. Giving employees a better understanding of their own importance in the company as well as an overview of the company’s goals can go a long way in reaching them.

Individual Goals

Never set goals that are not reachable. This only makes employees feel like they’ve failed in their own work, and it decreases morale. Set clear, focused, attainable goals with realistic timelines, and communicate those clearly across the company. Once everyone knows the overall, long-term goals, department heads and managers can develop their own goals for their staff and individual employees.

When creating goals in your organization, use the SMART model. SMART goals should be:

Specific

  • The more specific a goal, the more employees know what is expected from them. Being specific about a goal leaves little room for misunderstandings. A specific goal should outline who is responsible, when the goal needs to be done, what needs to be accomplished, what constraints and requirements are involved, where the goal needs to be done, and why it is beneficial or valuable to the company.

Measurable

  • Goals should be measurable so individual employees, managers, and departments can track their progress. This allows everyone to aim for those target dates, reach milestones, and ultimately stay on track and remain motivated.

Attainable

  • Once again, unrealistic goals will only demotivate employees. Be ambitious, but be realistic when setting goals.

Relevant

  • Show employees why each goal is relevant to them and their work. This helps them feel connected to the company’s objectives and makes them feel like they are a vital part of the team.

Timely

  • Structure goals around a certain timeframe to motivate employees. Create realistic deadlines that create a sense of urgency among employees, so they feel like they need to work on the goal constantly to get it completed on time.

Sticking to goals is more manageable with a clear structure, realistic yet ambitious expectations, and encouraged motivation.

 

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