How to set achievable goals in 13 steps of FOOLPROOF


Teh setting goals Short, medium, or long term will help the corporation plan the most appropriate strategies for its growth, and it is therefore essential that companies be realistic in determining their desires.

Every manager at some point in his career faced a dilemma of how to set goals for his leaders. Setting the organization’s goals is one of the most important factors for achieving corporate growth.

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Given that to achieve full success you need to know where you want to go, there is nothing more practical than defining specific and individual goals. In this way, the company can move in the direction of what it wants.

Want to understand how to set goals correctly and effectively? So keep reading this article!

After all, in practice, what are the goals?

You may be wondering what the difference between goals and goals is, and why knowing how to define them is so important, right? First, we can say that goals are necessary steps to achieve the goal.

For example, the goal is to sell “X” a number of products per year, and the goal is to have a “Y” number of products sold per week or month, which, in the final calculation, will close the amount needed to achieve the goal.

Goals are important because goals are very complex to achieve when they are considered in their breadth. Thus, achieving daily, weekly and monthly wins motivates employees to continue to improve to achieve, therefore, the ultimate goal.

What’s the best way to set goals?

Setting short-term, medium- or long-term goals will help the corporation plan the most appropriate strategies for its growth. Therefore, it is extremely important that companies be realistic when it comes to determining their desires. By combining positive views, concrete data on what you want to achieve, and pre-forcing deadlines, it is easier to trace the paths to success.

Determining the current situation and the resources that exist is the first step towards a negotiated goal. In doing so, you can analyze what is needed to reach your destination traceable and check if something that can already be changed or improved to help the company in this walk.

Detailing the goals is an extremely important point in the process, and organizations need to properly set the numbers they would like to achieve.

During strategic planning, such fuzzy goals as “growth in the whole country” should be abandoned, which should be aimed, for example, at clear and measurable goals: “the company seeks to grow and loyalty customers in the region by 10-15%.”

By clearly defining what is desired, how much desired, how relevant this achievement is to the company, how long it should achieve this goal and how it is designed to achieve what has been established, the definition of goals becomes easier and more logical, allowing organizations to develop short-term, medium- and long-term actions.

With their goals, companies should analyze what you can do in the department individually, constantly reviewing the original planning according to the results calculated by the organization over time.

How do I create a management contract for goals?

All of your team’s goals must be part of a management contract. This document must be defined in partnership with each leader. Interestingly, it includes companies and individual goals. Remember that being a manager also develops people. An interesting strategy is to set goals that depend, for example, on teamwork.

A management contract is a powerful tool for strategic people management and thus achieve high performance in your business. Objectively defining goals with specific actions, deadlines and numbers may be easier than it seems. We detail here the steps that need to be followed, so you set the company’s goals fairly clearly.

1. Understand the current situation

The first step in setting the goals to be achieved is to understand the current situation of the organization. Make fish on the results achieved, the positive and negative aspects of the organization (the SWOT analysis is great for this) and understand what can be improved.

It is important to gather feedback from your employees to learn more about Spaces managing and aligning expectations to achieve performance optimization. It’s a good practice to manage people. These improvements will be the goals that need to be achieved. Remember that these goals must be very clear, realistic and time-framed.

2. Details of the goals

It is not enough to know what needs to be achieved if the goals are to be achieved. Let’s take a practical example: the company needs to increase the customer card. Just set it too vague and doesn’t give a clear indication of what needs to be done.

If we detail what needs to be done, coverage becomes much more possible: “increase the customer card by 30% in a six-month period.” Do you realize how much clearer the goal becomes?

It also outlines proposals for actions that can be taken to achieve their goals: “invest in marketing strategies, do active exploration, send shares to inactive customers.” Thus, the steps that need to be taken become even more precise and allow effective practice to be carried out.

Set short-term, medium- and long-term goals

To maintain motivation, it is essential that simpler goals be achieved on the way to more complex achievements.

Small victories will be the fuel necessary for the team to follow the path of continuous improvement and success.

4. Clear goals

There is nothing more damaging to the project than the lack of clarity about what one wants from it. In the end, this can lead to conflicts because each employee will understand the demand differently and the connection will be affected.

So be clear when detailing the goals, explain what you really want from the employee and what steps need to be taken to get the result.

Creating achievable goals

While growth readiness is constant among organizations and bold goals are needed to achieve growth, the current scenario and all factors influencing the achievement of the goals must also be taken into account.

Assess the country’s economic situation, actual production capacity and affordable investment margins. Then try to set achievable goals that are complex but can be achieved. Unrealistic goals will only discourage those involved and ultimately discourage strategic planning.

Projects with unattainable goals discourage employees and rarely promote the desired results. It is also not very smart to invest time and money in unrealistic ideas. After all, in addition to the fact that they will not give the expected results, they will have several negative consequences for the company and its employees.

6. Draw department goals

Achieving goals depends on the wide participation of the entire team. To further organize the process, it is important to determine exactly what the sector needs to do individually, while clarifying the full scenario and how each action affects everything.

With these well-shared roles, employees will know exactly the activities they need to develop and their responsibility as a whole to achieve.

7. Creating role goals

Do not set different common goals for employees with the same level of responsibility and performance. This can lead to serious internal conflicts for the company. That is, try to set goals that are compatible with the profile of each team and sector.

This practice will result in teams working together to achieve their goals, not as rivals looking for a better place. It is at this point that the manager begins to wonder how to set individual goals without being unfair.

It should be clear that common goals are common goals for the post, and that individuals should take into account the behavioral profile of each employee. This means that every professional has their own difficulties and skills to cut back on.

8. Review of the original plan

The routine of each company can be changed. Thus, the goals set at the beginning of the year can be achieved before that period, and may also lose relevance or even require changes in the actions used.

Periodically review this goal setting and identify the necessary adjustments. Keeping dynamism in achieving goals is a sensible practice that will keep the organization alive and able to adapt to changes in the scenario.

9. WillEmployees

Employees should participate in the goal-setting process, which allows them to set real goals with good chances for results. This helps to avoid the indignation of those involved in the process.

After all, they are responsible for carrying out the planning. Therefore, there is nothing more simple than to participate in the development of goals and to expose their potential and limits so that they are not overwhelmed.

10. Avoid conflicts in the process

Set goals not to promote competition between employees, but to cooperate. Conflicts and unhealthy competition eventually fade each team member to strive to act individually without collaborating with their colleagues and often seeking to hinder the work of the other.

Therefore, it is possible if one can understand that the victory of one of them represents, therefore, the success of the other. In this way, everyone will be motivated to help themselves and achieve the goals set together.

Promoting engagement

Combine the company’s success with employee engagement and productivity, encouraging teamwork and offering rewards to those who help generate results and profits for the organization.

Encouraging an employee’s commitment is to show that they are valued and that good company results will help in employee growth. He will soon consider the corporation as an extension of his home.

Measuring development

As we mentioned, it’s important to avoid common goals, such as “improving performance.” Choose clearer, more realistic goals, such as “reducing customer complaints by 20% by the end of the year.” In this way, employees will have a solid and measurable basis for action and will be able to create an action plan for doing so.

When the goals are very subjective, it is possible that the person feels confused about what they should be doing to generate this constant improvement.

Also, be sure to keep an eye on your leaders throughout the year. The practice of feedback is critical to correcting possible route errors and helping your employee improve their performance. Encourage dialogue with your team and show that they can count on you.

13. Monitoring timing and results

Keep an eye on the proposed schedule and don’t let project management get lost in the midst of other tasks. This step is fundamental because it is very common for a team to do excellent planning, but that it does not practice properly, due to numerous day-to-day tasks.

It is necessary to make a hidden need to act and, who knows, promote a small holiday with each term fulfilled. Thus, professionals will be motivated to deliver what has been agreed upon at the right time.

How do I set goals for external teams?

Managing people is not an easy task, especially when they are far away. Whether it’s action in street sales, or exploration providers, or home office work, hiring employees remotely is a big problem. However, with the right triggers, you can achieve high performance.

But how to set goals for external teams? Well, the general step-by-step guide is the same as the definition of management website. The most striking difference is what these goals will be and how to control them. It is very important that the manager is always at a distance.

Since people tend to police themselves less when they are away from the manager, the interesting advice is to set goals and implement a gamification strategy to further stimulate the outside team. In this way, you will reduce your work with accusations, because your leaders tend to perform productive procedures more smoothly.

What are the benefits of achievable goals?

Achievable goals bring innumerable benefits. Among them is the motivation and involvement of employees, because they will feel useful and valuable. Therefore, your organization is moving towards conquest:

That’s why it’s so important to set achievable goals. They don’t have to be simple, but they have to be possible to win. The action plan should be built in partnership with its leader. After all, who will perform the task to achieve the goals of this and the tools that will be used should stick to your profile. If this is not done, the proof will not be possible to achieve the goals.

What are your goals in a management contract?

As we have said above, the definition of goals depends oncertain factors, such as the profile of the operation and its leaders, as well as the scenario of the country’s economy. However, to help you out, we’ve created several suggestions for purposes that you can use as a base. Check it out below:

  • 95% punctuality at the point of recording, an interesting goal for employees who have a habit of arriving late;
  • 75% NPS (Net Promoter Score), a common goal of stimulating customers’ vision and teamwork;
  • X hours of internal training to stimulate information alignment and leadership development.

As we have seen, to set goals, you need to have enough discipline, objectivity, clarity and commitment to the team as well as the corporation. The manager should be able to understand that it is not enough to expose the goal, but you need to monitor the indicators and empathize with the team. So he’ll have a high-performance team.

With our advice, of course, now you have no more doubts about how to set goals, do you? To gain speed and accuracy in performing productive procedures to achieve your goals, rely on technology. Your team has a lot to gain in performance and participation.

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