Objective – Make every goal count
Setting objectives can be a double edged sword if they are not communicated effectively. Everyone in a target driven environment needs to know how they are measured and what the expectations are of them.
Simply presenting someone with a list of actions without explanation, thought or buy-in is only going to result in the person not really understanding what their objectives are and agreeing them any way just to please the boss - It almost always ends in a breakdown in communication and a demotivated team.
Make every objective count
When setting objectives it is important to remember that they are not simply a vehicle for the manager cover for any potential anomalies or to exert power. Objectives are tool for advancing learning, enhancing performance and increasing motivation.
Do not just pluck idea for monthly objectives out of the air, they should be based on:
Actions from appraisal
Learning and development plan
Think about your previous learning's :
How many times have you agreed to monthly objectives and then not been given the tools or support to be able to achieve them?
How many times are you written objectives in five minutes because you forgot it was some one's monthly 1-2-1 and Just written the first thing that comes into your head?
How many times have you pulled someone up on their work when you know that you did not set clearly defined objectives?
How many times have you regretted not giving the level of support needed for your team to fulfil their objectives, but still blamed them for lack of success?
How many times have you dismissed someone because they have consistently not met their objectives?
If you can answer yes to any of the above then you should think about adopting the following plan moving forward:
Don't agree just for an easy life
Do not agree objectives that you know you cannot deliver, speak candidly about what you can achieve and get agreement or at least a compromise.
Make sure you have achievable, measurable objectives that reflect your development .
Agree your objectives in line with the action points from your appraisal.
Set clearly thought out achievable objectives taking in consideration, financial, personal and development goals.
Invest time in preparing each months objectives for your team, don't leave it till the last minute, it smacks of not valuing the people that work with you.
Do not be influenced from above, stick to your guns, you know your team better than your boss.
And if you are thinking of some ideas then here are some words to conjure with:
Make every objectives meeting count, encourage, support and coach and you will see an outstanding difference in every single member of your team.
Adopt a new approach
If you want to expand yours and your teams thought process even more you might consider this amazing concept from the wonderful Tom Evans:
"Virtually every goal setting system is target-based. While there is nothing wrong with this on the surface, goals set in this manner are essentially limited by our imagination, experience and the information to hand at the time they are set. Therein lies the flaw. When you then align what you want to learn with what you want to achieve, something magical happens."
Firstly, you get presented with opportunities and challenges to help you grow as a person.
Secondly, the opportunities to help you achieve your goals start to appear as if by magic.
Thirdly, you achieve a level of results, which are much better than you ever even imagined.
How ever you decide to deliver objectives, remember that the person receiving them looks to you to guide their career so make it count.
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