Although the beginning of a year (whether fiscal or calendar) tends to correspond with the creation of a variety of new goals, you don’t have to wait until new year to set goals. Your company most likely reviews/updates its business plan annually, and you probably have renewed business goals for which you’re responsible. The completion of at least some of those goals depends on the work done by others. It’s your responsibility as a successful leader/manager to work with your employees to develop their goals within the business setting. It’s crucial that your employees understand what you expect and what is required of them.
Goal setting should be part of the coaching and developing of each employee. Encourage your employees to create business goals of their own, then combine their ideas with goals that you and the company have for each employee. Getting your employees involved like this increases the sense of ownership and therefore the likelihood of successful goal completion.
Make sure that the goals are achievable, the desired outcome is clearly defined, and that progress is measured. Large-scale goals will have a better chance of success if they’re broken down into smaller, more achievable goals/parts. Review each employee’s progress regularly and correct course of action as necessary. Help each employee to learn from his mistakes, and recognize and celebrate his victories. Finally, remember to set an example and lead the way.
