Setting goals effectively is critical to employee success! Whether they be long or short term goals, the process of goal setting should be a combined effort between an employee and their manager.
Goal setting also helps to focus on employee’s problem areas. The goal is to develop skills, increase knowledge and to raise confidence by having some quick wins.
Employees also need to experience quick wins to boost their confidence within the workplace. A quick win is an improvement that is visible and has immediate benefits. The quick win does not need to have a long term impact on the business, but needs to be seen as having a positive impact on the business. Quick wins that have the most impact on a business are easy to implement and inexpensive.
Watch the recorded webinar: https://www.youtube.com/watch?v=5kZlCJIhjkU
The most popular framework for goal setting is S-M-A-R-T.
Specific: Knowing exactly what the goal is, what the expectations are and be easily measurable.
Measurable: Can be measured in milestones to track progress.
Attainable: The goal needs to be attainable and cannot set the bar too high or too low.
Relevant: The goal should focus on an important aspect of your project or the company.
Time-bound: Establish enough time to achieve the goal.
Here are 4 key factors to employee development and focusing on problem areas.
Regular meetings between a manager and employee can identify problems within the workplace and help to improve performance. Discussions can be had on the problem areas that the employee needs to improve on, developing a plan to increase employee skills and meeting regularly to discuss the employee progress.
Discussion between employees and managers can assist in sorting out any personal or emotional barriers that may be preventing the employee from performing at an optimum level.
Managers who mentor their employees motivate them to reach their potential in the work place and can assist with developing a career plan for the employee’s future within the business.
Training employees is an essential part of employee development. Managers should encourage employees to take classes and attend seminars to further their knowledge.
Here are a few tips to identify a quick win.
- Requires minimal or no capital expenditure
- Low risk
- High confidence of a positive impact
- Improvements may be implemented within 60 – 90 days
Quick wins provide confidence to the employee and business and also reduce stress. Here are just a few ways you can achieve a quick win:
- Change an inefficient procedure
- Improve communication between two departments
- Obtain a price reduction from an existing supplier
- Train other team members on best practise
- Proof read existing processes for errors
As always, we are here to support you and your employees in daily success. Let us know your feedback and reach out to me if you need any help!
VP of Client Success