Make sure after all goals are set, you review them and reconcile them. Eliminate double-counting. Ensure people understand each other's goals so they can look for opportunities to help others succeed or to collaborate. Understand/highlight dependencies. For example, how one employee may not be able to achieve her goal until another employee implements system changes.
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- Once you've gone through the goal setting process,…you need to take a step back and look at…all the goals in their entirety and reconcile them.…Make sure after the goals are set…you review them and reconcile them…for things like double counting, and clearly define…how you're going to measure each of the goals.…You'll also want to look at having people understand…what everybody else's goals are…so they can look for opportunities to help one another…or possibilities where goals may be in conflict.…
Make those goals public.…It'll help you understand what…some of the dependencies might be.…You may have a situation where I can't hit my goal…until Joe hits his goal of implementing…the system changes, so then you know if that goal…doesn't happen, than this goal is at risk.…Some of the biggest challenges you're going to find…as it relates to goal setting and incentives…are double counting and measurement.…In terms of measurement, what's your baseline?…Understand what the baseline is…and make sure everyone in the organization…
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