What Are Your Employee Goal Setting and Job Goals?
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What is employee goal setting and career goals? Ever since the fall of Adam and Eve in the Garden of Eden, mankind has been destined to work all his adult waking lives, toiling day after day in the hot sun, in the fields, in the various factories and offices around the globe to support himself and his families. Do you realize that most people during the course of a life time will spend more than one-third of their adult lives working either for themselves or for an employer? What are your career goals, or business goals ? Do you have an action plan that you can use in helping you in setting goals at work? Do you have a leadership plan?
5 Basic Steps For SMART Goals and Employee Goal Setting: 1) SPECIFIC- Goals need to be specific- This is really self explanatory but your employee goal setting activities need to be specific and both Employee’s and management should be involved in the goal setting process so there is mutual ownership of the goals themselves by both. Nothing is more disastrous to an employee’s morale, self worth and overall self esteem if the employee is not involved in the goal setting process. In other words, if a company’s overall goal is to increase overall sales of product “X” during the next year, then those employees who work in the sales division of this company need to be involved in developing and setting those goals in order to reach the company’s goal objective 2) MEASURABLE - Goals need to be measurable –Companies need to establish goals which can be measured 3) ATTAINABLE-Ensure goals are attainable-If you set the goal setting bar “too high” you do an injustice to your employees and cause remorseful and low morale because the employees did not measure up in meeting the goals established 4)REALISTIC-Management and Employees should ensure goals are realistic in terms of expectations 5)TIMELY–Goals should have a time-line, (weekly, monthly, quarterly, or yearly). Management and employees should agree in terms of time-line so goals can be met Employers really do an injustice to their greatest asset-(their employees) if they are not involved in the goal setting process. Employees need to feel valued and that they are part of a company’s overall solution rather than being part of the problem. Employee Performance Goals Every employee should be thinking of specific objectives/goals that they need to improve not only their job performance but also for upward mobility and advancement. Nobody wants to be stagnant in any job position. Identify areas that you need to improve in and make it a point to work on those key areas. Organization: If you’re unorganized, take time before you come in to work or before you leave in the evenings to try to be a bit more structured and organized with your desk, with your files, both physical files and those on your computer. Timeliness: If you are habitually running late in the mornings, make the point NOW to leave earlier in the mornings so you can arrive at your job on time. Nothing disappoints management more than employees who are habitually late, and this sends a loud message to your employer that you don’t care about your job. If you don’t care about your job, you can bet your bottom dollar someone would love to have your job! Make sure your day is structured in such a way that you always prioritize those tasks that need to be done NOW. Make a schedule of duties and break it down into AM and PM Tasks and appointments that you need to do first in the morning vs those which can be completed in the afternoon. Continuing Education: Employees need to take the initiative regarding any/all educational courses that become available that will help you not only to be more efficient in your position, but more importantly with the company. The With an ever shrinking global economy, you need to see how you can improve yourself technology wise and informational wise so your skills are always fresh and current.
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