Goal setting can be a challenge for leadership, particularly when dealing with a remote workforce. The purpose of goal setting is to ensure that all employees are working towards larger business objectives, rather than only focusing on smaller goals related to their own performance. Having said that, one cannot neglect the latter, and to truly engage and motivate your employees, you must strike a balance between the two.
Remember, the goals you set play a crucial role in not only influencing the productivity of your workforce, but also their likelihood to stay on at your organization and continue to be motivated. So, without further ado, let’s look at how you can create goals that lead to business success and employee engagement:
1. Involve employees
One cannot hope to achieve employee engagement without involving employees in the goal-setting process. Determining arbitrary goals and timelines can even demoralize your top performers, which is why it’s important to involve employees across the board in this process.
Let managers set their own goals, and allow them to work with their team to set each individual’s goals. One of the main reasons why this works is because it allows employees to feel as though they have an edge over others, and one is more likely to set goals that match one’s strengths.
2. Ensure that goals are dynamic
Goals can change with one’s performance, changes in one’s projects, and even with evolving business directives. Thus, it is vital to ensure that the goals you set are dynamic in nature. Moreover, your employees should be able to pivot to meet new demands.
Realities tend to change each year and it is important to create an organizational culture that can adapt to changes as and when they occur.
3. Make sure individual goals align with business objectives
While it’s important to let employees choose their own goals, it’s also important to ensure that they understand how their performance affects the organization. No one likes to feel like a nameless cog in the wheel. By showing employees how they can directly impact larger business strategies, you will certainly motivate and engage them further. For professional help in crafting business strategies that scale your business exponentially, reach out to in Philadelphia today.
Additionally, aligning individual goals to your business objectives is a fool-proof way to gain success in your field, as everyone in your team is likely to be working towards the same end.
4. Set Goals, and offer regular feedback!
Goal setting won’t help you achieve business objectives if you don’t have a robust feedback system in place. Recognition is one of the and motivation, and it’s important to foster a culture of recognition.
You can employ a system wherein weekly and monthly achievements are rewarded to ensure that your high performers and mid-range performers stay happy. At the same time, let low-performers set their goals and celebrate their achievements so that you can turn them into high-performers in no time.
5. The most important factor to consider while setting goals!
One of the most important factors to consider while setting goals is that you need to help employees see how the goals relate to their career progression. Of course, managers may often dangle promotions to motivate employees, however, eventually, such empty promises fail to motivate.
On the other hand, showing people how their performance can help with learning new skills and moving up the corporate ladder can help motivate their intrinsically. Finally, do consider using a rewards system too in order to motivate your employees further.
Employee engagement is one of the most important aspects of running a business these days, primarily because it leads to a significant boost in productivity across the board. Thus, don’t just set goals that reflect numbers, set goals that inspire better engagement, motivation and even professional growth on an individual level.
To know more about motivating your employees, keep reading our blog. For personalized solutions, get in touch!