Tag: SMART Goals

Establishing Performance Goals for Your Team

Establishing Performance Goals for Your Team

Performance goals require strategic action. To be effective, these goals should not just be handed down to the team. It is important to include the team members in the goal setting process and encourage them to meet their individual performance goals. This will improve individual and team performance.

Related: Goal Setting Outcome Based Team Building Activities

Strategic Planning

A strategic plan determines where the team, where they want to be, and how they will get there. It should embrace the values of the organization and align with the following company information. The organization must create a strategic plan before creating performance goals.

Company Strategic Plan:

  • Vision
  • Mission
  • Philosophy
  • Goals
  • Objectives

Team performance goals need to consider the company’s strategic plan. Individual performance goals must be SMART goals that include strategies and actions for the team members to take.

Example Goal: Stay informed about innovations in the industry, it can help improve productivity by 10 percent this year.

Examples of Actions:

Job Analysis

A job analysis determines what is required to do a specific job. It will help determine which skills and attributes a team member needs to complete a job successfully. A job analysis will help determine who to hire, how to train, and what compensation a job should receive. Job analyses are instrumental in determining performance. Research a position to determine the following information:

Job Requirements:

Employee Requirements:

  • Training/Education
  • Skills
  • Aptitudes
  • Necessary certification

Setting Goals

Performance goals need to be SMART goals. They need to address behavior, competency, and results. Remember to involve the team members in their performance goals.

Examples of Goals:

  • Behavior: Team members have complained about distance. Communicate with employees in person every week, rather than just sending emails.
  • Competency: New equipment is being installed. Perform all the training within three weeks.
  • Results: Sales are down. Increase sales by 5 percent this quarter.

Motivation

Performance is related to motivation. Motivation is the job of every team leader. There is not a single method for motivating team members. People have different personal motives, and team leaders must meet the needs of individuals.

Motivating Tips:

  • Lead by example: Motivate yourself before you can motivate others.
  • Meet with individuals: Communicate with team members directly to find out what motivates them.
  • Reward employees: Find motivating rewards for individuals.
  • Delegate: Do not micromanage team members.
  • Inform: Inform team members about how they are making a difference in the team.
  • Celebrate: Pay attention to achievements and celebrate with the team.

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Successful Teams Use SMART Goals

Successful Teams Use SMART Goals

“Setting goals is the first step in turning the invisible into the visible.” – Tony Robbins

If your team cannot achieve their goals, there is a chance that they are not creating the correct goals. Whenever your team is creating goals, they will find that following the rules for SMART goals will be easier to achieve. SMART goals are specific, measurable, attainable, realistic, and timely. When they combine the elements of SMART goals, your team will have a greater chance of success.

Related: Goal Setting Outcome Based Team Building

Team Goals Must be Specific

Goals need to be specific. Your team will not be able to reach their goals if they are broad and general because planning will be too difficult. For example, “Improve our performance” is too broad. The team cannot work towards this general goal. Specific goals explain what is necessary to complete a goal and guides the team as they try to reach the goal. Specific goals may also identify location, requirements, and the reasoning behind the goal.

Team Goals Must be Measurable

Goals need to be measurable in order to be effective. A measurable goal specifies the when a goal is accomplished by answering, “how much?” or “how many?” It provides measurable results. Without measurable goals, it is difficult to realize when the goal has been reached.

Team Goals Must be Attainable

Goals must always be attainable. It is important that the team creates goals that are challenging, but they still need to be within reach. When goals are unattainable, the team will give up on them without even trying. The measure of a goal should always be attainable.

Team Goals Must be Realistic

It is important that the team set realistic goals. Realistic goals are directly related to the team’s abilities. For example, a goal to reprogram the computer is not realistic if you do not have the education or experience to accomplish the task. Additionally, you need to make sure that the team has access to the tools necessary to meet their goals. If a goal seems unrealistic, break it down into smaller chunks to know for certain.

Team Goals Must be Timely

Your team should always create goals that have specific time frames. General goals do not establish any time frames, which means that you may continue to pursue goals that you should relinquish. Timely goals encourages the team to move forward in order to meet the deadline they have established. Once a time frame has been reached, the team should take the time to reevaluate the goal.

Related: Time Management Outcome Based Team Building Activities

 

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