Learn how to set a frequency that makes sense. Track progress regularly enough that you can make corrections, changes, and plans as needed. Don't measure too frequently or you will waste time. If it's a long cycle, break it up into milestones. When you do review, manage by exception so you don't waste time on goals that are on track.
- Once you've set your goals…and you're out taking action to achieve them,…You need to measure.…You need to monitor and see if you're on track.…Track progress regularly enough…that you can make changes.…But not so frequently that you're just…wasting everybody's time.…Measurement takes effort.…Be mindful of how frequently…you're going to look at a metric.…If you have a metric that you're trying to move…that's a long cycle,…break it up into smaller milestones.…Set interim measures that you can monitor…to know if you're on track for hitting that goal.…
Maybe you can look for leading indicators…that a goal is going well.…Or you can review tasks or milestones for projects…to see if you're on track.…Finally, when you do review goals…and look at progress,…manage by exception…so you don't waste time talking about goals…that are on track.…I've been in plenty of status meetings…where we had 20 different metrics.…And you know what we did?…We went through all 20.…Even though 18 of them were on track.…We should've spent time on the two that weren't,…
Along with providing guidance on how to link individual employee goals to organizational strategy, Mike walks you through the different types of goals, including bottom-up, zero-based, commit, and stretch goals. He also helps you use goals to change behaviors, build new skills among employees, and make goals actionable by using incentives and tying them to specific activities. He concludes with a comprehensive plan for setting and implementing goals, and some tips on dealing with challenges such as conflicting goals.
- Identifying goals and goal types
- Setting SMART goals
- Linking goals to business strategy
- Building goals from the bottom up or top down
- Creating stretch goals
- Outlining activities and resources to help employees achieve goals
- Reviewing and revising goals
- Reconciling conflicting goals