Goal Setting: Components of the Big Picture
Monday, Mar 11, 2024
As a manager, take a moment to reflect on a time when you were hired to do a job with very little direction. Remember how it impacted your ability to thrive and excel in your role. The uncertainty, the lack of clarity—it was like trying to navigate a maze blindfolded.
Now, consider the opportunity you have as a manager to create a different experience for your new recruits. You have the responsibility to foster a culture of clarity and support, where employees feel empowered and valued from day one.
Imagine you’re the manager, responsible for welcoming in new recruits and ensuring they seamlessly integrate into their roles. Welcoming fresh talent is exciting, but without clear guidance, they might flounder in unfamiliar waters.
Consider this: you’re handing them a puzzle, but crucial pieces are missing. These missing pieces represent the broader organizational context—the company’s values, mission, and goals—that give their work purpose and direction.
Before anything else, it’s crucial to provide them with this puzzle’s border—the framework that defines the company’s overall goals,values, and mission. This sets the stage, giving them a clear understanding of what they’re working towards and how they fit into the grander scheme of things.
But setting expectations and goals is equally vital. Most people are familiar with the SMART goal method, but just in case, here they are:
SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. This means each goal should be clear and well-defined, quantifiable, realistic, aligned with company objectives, and have a deadline for completion.
Here are a few goal examples that we set using the SMART goal method:
Performance Goal: Increase sales by 20% within the first quarter by securing 10 new clients and achieving a specific revenue target.
Collaborative Goal: Establish a cross-departmental project team to improve customer service processes by reducing response time by 15% within the next six months.
Personal Development Goal: Complete a certification course in digital marketing within the next six months to enhance skills and contribute to the company’s digital marketing strategy.
Time Management Goal: Implement time-saving techniques to improve efficiency, such as setting deadlines for tasks, optimizing workflow processes, and reducing time spent on non-essential activities, resulting in a 10% increase in productivity within the next three months.
Now, imagine the satisfaction of fitting those missing pieces into the puzzle. With clarity on goals and expectations, employees feel empowered and motivated, knowing exactly where they stand and how their efforts contribute to the company’s success. This clarity fosters a sense of purpose and fulfillment, crucial factors in employment retention.
But here’s the thing: if you don’t prioritize regular check-ins or goal-setting discussions, the consequences can be dire. Employees may feel lost, disengaged, and disconnected from their work. Without clear direction and support, they may struggle to meet expectations, leading to decreased morale, productivity, and ultimately, retention.
One-on-one check-ins play a crucial role in this process. They provide an opportunity to address any concerns, celebrate achievements, and offer guidance. By prioritizing these check-ins, you demonstrate your commitment to their success and well-being.
By prioritizing clear communication, setting expectations, and providing ongoing support, you’re not just setting up new recruits for success—you’re laying the foundation for a thriving team and a successful company.