Setting Goals Your Employees Can Get Behind

One of the most important aspects of being a business owner is understanding how to lead others effectively. According to Gallup, employees work 20% more efficiently when they are properly motivated. That motivation is often based on the types of goals that are being set for the organization and the teams. Here are a few tips from business motivational speakers on how to set goals that your teams can get behind.

Align Goals With Priorities

Employees don't want their time wasted. Often, goals are set in such a way that they don't align with bigger performance objectives. This leads to inefficient use of time and confusion surrounding what the big picture really is. If you as an employer aren't working directly with your teams on a daily basis, you need to make sure that the goals you're setting are realistic to the company priorities that team members are striving for.

Set Goals That Are Beneficial to Team Members and Stake Holders

Your employees will work better when the goals they are working toward actually mean something to them. Your bottom line may not be enough to motivate employees to reach the goals you've set. You may find it necessary to reframe those goals in a way that is meaningful to the workers.

Get Team Input

The employees who are doing the work on a day-to-day basis are really the experts on what will and what will not work. You need to listen to your teams to make sure you're setting realistic goals. You also want to listen to your team to get fresh new perspectives on ways to accomplish objectives.

Set SMART Goals

The SMART goal-setting method has worked for millions of people and organizations. SMART stands for Specific, Measurable, Attainable, Relevant, and Time Bound. Using these parameters for goal setting ensures that there will be little confusion about the goals and that there is a great deal of accountability when it comes to proving the completion of the goal.

Embrace Autonomous Goals

It's also important to embrace the power of autonomous goal setting as well. This means giving your team the autonomy to set goals for themselves. This may take a great deal of trust, but in the long run, it sends the message to employees that you trust them and that you want to include them in the goal-setting process.

If you'd like to learn more about goal setting and team management, please contact Joe Rivera today. We provide business coaching services and motivational speaker services.