A specific goal has a much greater chance of being accomplished than a general goal. What do I want to accomplish? Identify requirements and constraints. Specific reasons, purpose or benefits of accomplishing the goal.
Library's Supervision Blog Experts assert that goals assigned to employees should be directly aligned with the goals from the strategic and business plans of the organization, so the reader might benefit from scanning some of the contents in those topics.
Many organizations further refine those goals by doing various task and job analysis to identify what competencies knowledge, skills and abilities are needed by the employee to achieve the goals. The results of those activities often are itemized in job descriptions.
A common problem for new supervisors is having no clear, strong sense of whether their employees are high performing or not. Employees can be very busy in their roles, but that does not mean they are high-performing if their roles are not directly contributing toward achieving the overall goals of the organization.
The first step toward solving this problem is to establish clear performance goals. Some people fear they will never achieve the goals. Advantages of Using Performance Goals in the Workplace Despite the negative views that one can have about goals, they hold certain strong advantages in the workplace.
Provide clear direction to supervisors and employees. Form a common frame of reference around which they can effectively communicate. Clearly indicate success, and can cultivate a strong sense of fulfillment for those working toward achieving the goals.
Help clarify the specific expectations of the supervisor and employee. Employee Performance Gaps, Growth Gaps, Opportunity Gaps and Training Gaps Goals can be useful for specifying expectations and for setting measurements of progress in working to fill four types of gaps: Performance gaps These gaps are identified during the employee performance management process.
Ideally, performance gaps are addressed by performance improvement plans. Ideally, the performance problem is addressed through ongoing feedback and adjustments during regular one-on-one meetings. Dedicated employees can greatly appreciate having specific performance goals for them to achieve in order to keep their jobs, verify their competence to their supervisor and accomplish overall professional development.
Growth gaps These gaps are identified during career planning. Employees perceive certain areas of knowledge and skills that they would like to accomplish in order to qualify for certain future roles and positions. Employees often appreciate having clear-cut goals that mark what they need to do to advance in their careers.
Opportunity gaps These gaps are identified when a sudden opportunity arises for the employee. If the person is highly interested in taking advantage of the opportunity, then he or she will appreciate knowing exactly what goals must be achieved to take advantages of the opportunity.
Growth gaps and opportunity gaps are very similar. Training gaps These gaps are identified when hiring a new employee, during performance management planning or career planning. Gaps are usually in terms of areas of knowledge, skills or abilities competencies.
Training plans can be designed with clear-cut training goals to give direction to the employee or trainer. Whatever the type of goal, it is critical that the employee have strong ownership and commitment to achieving the goal. Specific -- For example, a goal to generate three types of financial statements, including cash flow, budget-versus-actual and income statement.
Measurable -- For example, to be able to assess if the three types of statements were generated or not. Achievable -- For example, the goal would be irrelevant if the person had no access to the financial information from which to generate the statements.
Relevant -- For example, the goal would not be useful if the organization has no plans to ever make decisions based on the financial statements. Timely -- The statements should be generated by a certain deadline, for example, in time for the Board to review and approve the statements.
Rewarding -- Ideally, the activities of generating the financial statements would be fulfilling for the person to accomplish. If goals seem insurmountable to the employee, then break goals down into smaller goals, or sub-goals or objectives until they are SMARTER.Make final choices.
The three goal-setting approaches lead to a respectable list of goals — maybe more goals than is practical for one business plan. Goals should be specific, measurable, attainable, realistic and timely.
In other words, in the goal setting process make sure you use the SMART system. An observable and measurable end result having one or more objectives to be achieved within a more or less fixed timeframe.. For further explanation, see Goals vs. Objectives - Using Both to Get Where You Want to Go at plombier-nemours.com STRATEGIC GOAL PLANNING – Creating Targeted Goals - A Creative Approach to Taking Charge of Your Business and Life (Strategic Career, Life and Business Goal Setting and Planning .
Goal Setting > Goal Setting Forms. Goal Setting Forms and Worksheets. Goal setting forms and worksheets are useful tools to help you set, plan, and manage your goals.
Financial Advisor Success: Goal Setting with a Business Plan. One of the biggest mistakes financial advisors make is not having a Business Plan with detailed goals for growth.
They are too busy working in the practice doing the day to day activities of running a practice that they forget to stand back, look at the big picture, and plan their business success.