There are major advantages in administering performance goals for the employee in the workplace. They help establish good direction for both supervisors and employees. Goals project a frame of reference around how to obtain the goal in mention. They also set a tone for success and can cultivate a sense of fulfillment in trying to achieve the goals. Finally, goals can clarify expectations and performance associated with accomplishing that goal.
It has been mentioned by employment experts that employees who set goals should directly align them with a strategic or tactical map of the organization. Once written down, this will help the employee visualize the goal and then it should be placed in their office or cubicle in a way that will be a daily reminder. Companies should encourage employees to keep their job descriptions in mind when creating goals as this will help with task analysis and further define the core duties and associated competencies. Of course, this will be the thirty thousand foot view needed by the employee to set the stage to achieve these goals. The key is to come up with four or five major goals they want to achieve and break down how they want to accomplish each.
In my office, we try to look at these goals every six months to a year. Being in a sales position, we must be cognizant of gross margins and commissions. It is important we look at where we want to be in one year and break it down by quarter, period, week, day, and even to the point of planning out our day the night before we leave. Our goals pertain to budgets, bonuses, promotional opportunities, certifications, education, training, and even personal ambitions. Let’s face it, we don’t live to work. We work to live and as a result our job affects both our family and our personal life, so it’s included on the company goal sheet.
I encourage companies to strongly consider this philosophy. This is the only company I have ever worked for that embraced this mindset or went so far as to even implement it. Goal setting can help identify opportunities often overlooked pertaining to topics of training, performance, metrics, growth, and possibly even camaraderie. Both veteran and new employees want to know what’s expected of them and greatly appreciate having specific performance goals. It sets a tone for responsibility and accountability.
Review how you want your company to perform and how successful it will be in doing so. What are the goals? How do you define success? How is the stage set for success and how are your employees going to be accountable in making that come true? Remember that a goal is “a written statement that clearly describes certain actions or tasks with a measurable end result.” Whether work related or personal goals, it is important to set the stage and define what steps are needed to get there. Best of luck!
Karla began working for Celebrity Staff in 2009 as an Account Manager and was quickly promoted to a Senior Account Manager. Karla currently holds the role of Sales Manager and 2014 marks her 16th year in the staffing and recruiting industry. She has worked in several large cities throughout her career and secured business in a wide variety of industries ranging from call centers, banking, manufacturing, mortgage, utilities, real estate, medical, and many more. Karla has helped countless people find rewarding careers and is responsible for cultivating and retaining new business.
Originally from Green Bay, Wisconsin, Karla graduated with a bachelor of science in human development with a minor in music. She is a member of Human Resources Association of the Midlands (HRAM). She is also a member of the Greater Omaha Chamber of Commerce.
Outside of work, Karla stays busy with her two children, traveling, and spending time with good friends. She is passionate about helping people and her community.