Long or Short Goals
A mix of long and short term goals may be the best. Short term goals may be most effective for new or less experienced employees. Procrastinators may need a different approach than employees who easily manage deadlines. Long term goals should be broken into steps and milestones attached.
Both difficult and easy goals can be effective. More difficult goals are important in developing an employee's skills. Easier goals can be useful in improving day to day behaviors. A mix of challenging and less difficult goals is probably the best for most employees. It depends on your employee's needs and abilities.
The Goal Setting Process. Where Do I Begin?
Begin at the end. Envision how the story should end and then decide how to get there. Consider taking the following steps:
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- Identify the possible objectives. What results need to be accomplished? What employee behaviors or actions are needed to meet the goals? What are your priorities?
- Be strategic. Consider the needs of the organization, your department, and of the individual employee. Goals can be developed to address objectives at various levels of your organization.
- Before your meeting both you and your employee should generate ideas and prepare several possible goals. (Many employees need some guidance regarding what's an appropriate goal, how one should be written, etc.)
- At your meeting with the employee discuss and agree upon goals, a timeframe, how to measure results, etc.
Follow-up: Don't Forget The Feedback
Regular opportunities to discuss the goals as well as ongoing feedback are critical. Feedback is important to inform the employee how he's doing as well as to point out the gaps between what's been done and what needs to be done. Goals need monitoring. Many employees need help staying on track.
Goals vs Employee Development
The concepts of goals and employee development frequently overlap. Some organizations use them interchangeably. However, in many instances, goals are more short term and often focus on job tasks and projects. Employee development (which likely will include goals) is more long term, ongoing, and focuses on employee personal and skill development to ensure that skills are upgraded and the employee is prepared for future assignments.
What Role Should Employees Have In Goal Setting?
Involve your employees. Avoid the "I'll set the goals, you meet them" approach. Involving your employees in the goal setting process is important because:
- Employees generally know their jobs better than anyone. Their suggestions and insights are invaluable.
- Poor communication is consistently found to be one of the greatest problems in most organizations. Goals are a great way to promote meaningful communication throughout the organization.
- Employees who are involved in the goal setting process have a better understanding of what's expected of them and will generally be more committed to the process. It's also been shown that they're likely to try harder.