Goal setting or performance planning is a form of collaborative discussion between a manager and individual team members.
It typically occurs at the start of a performance cycle to set clear and mutual expectations for successful performance. Goal setting discussion involves the creation of performance goals, development goals, and operational goals.
It also sets clear performance expectations. Goals are different from routine objectives since they encompass a higher level of the statement. Goals help in providing an overall context for what the project is expected to achieve.
Best Practices for Goal Setting
Establishing the right goals is vital to completing individual projects and achieving organizational objectives successfully. These are a few best practices that should be employed during goal setting.
Human Resources is an important component of any successful business model. Infrastructure can quickly become fragmented without proper HR management. The same holds true when it comes to goal setting. The fundamental objective and goal of any HR department a few years ago was to hire the right people for the right job.
However, things have become highly complicated now. The general goals and objectives of the typical Human Resource department have incorporated goals for the purpose of engagement, innovations, productivity, performance, and sustainability of their organization.
HR goal setting can be as simple as identifying and satisfying the needs of all employees, ensuring maximum development and effective utilization of human resources, or something complex like helping achieve organizational goals with effective HR strategies.
Supervisors not only guide employee performance with measurable and attainable goals but also strengthen business reputation and process. Employee goal setting is one of the most important responsibilities of any manager or supervisor.
It is important to follow all goal-setting principles while setting employee goals. Managers must make sure to involve employees in the process and carry out continuous follow-ups, feedback, and updates. Employee goal-setting can incorporate performance, operational, development, and personal goals.
Supervisors can work with their individual team members to set goals, like taking 60 minutes each week throughout Q3 to complete optimization training or seeking a minimum of 3 opportunities over the next quarter to improve resilience.
Operational goals refer to day-to-day goals that are specific to daily requirements and tasks. These are usually created so a business can operate smoothly and more efficiently. Efficient operational goals make it easier for employees to fulfill their responsibilities. It also propels excellence within the work environment.
Operational goals are typically characterized by the following:
- Associated with a budget
- Limited to a single division or department
- Can be tracked
- Actionable and measurable
- Have shorter time frames
- Check workstation for potential hazards at the start of the shift
- Reduce injury rates by 45%
- Reduce the number of times a customer contacts within a specified period