We’ve said it before and we’ll say it again, a good performance management system is a must if you want your organization to run smoothly. Of course, there are multiple aspects to well-run performance management, one of which is setting and managing goals. But this is often far easier said than done.

Performance management is an essential component to the success and growth of any organization, and setting goals is a crucial part of establishing a smooth and effective performance management process. In order to manage goals effectively, they need to be set with the right intentions and in such a way that employees are able to follow through and achieve those goals.

Setting and achieving goals is a result of putting in place the right tools, processes, and activities. Before freezing work goals, it is crucial that managers discuss them with employees. By doing so, it will be possible to quickly identify any deficiencies in an employee’s skills, knowledge, or access to tools that might be affecting their performance. This will also help bridge any gaps in knowledge that employees might have before they can reach any of the goals they are supposed to reach. An employee’s performance can be improved by training, development, feedback or support.

Proper planning and preparation are necessary for goal management. Goal setting will only confuse employees if the purpose is not clearly stated. That’s why so many organizations emphasize goals which are specific, measurable, attainable, relevant, and time bound. The importance of a goal needs to be explained to employees, as well as the ways in which they can attain that goal. It’s important that leaders allocate resources to the setting, tracking, and measuring process, as well as checking in to see if the goals are met.

It also goes without saying that setting goals that are impossible to achieve demotivates and undermines your employees and can quickly kill their confidence and engagement. Employees can be motivated to stretch their efforts in achieving challenging goals if those goals feel realistic and achievable. Of course, realistic goals must also be accompanied by the appropriate resources to achieve them. Here, we will over some critical tips to help you successfully set and manage goals.

Top Tips for Setting Performance Goals That Actually Work

Align Organizational Goals to Individual Goals

To start with, it’s critical that employee goals align with the overall goals of the organization. It might seem that goal setting is all about the individual employee, and of course, this is an important aspect of goals. However, your team still needs to understand how the contributions they make to the organization help it succeed a a whole. Employee performance goals and team goals need to be tied to organizational goals. Why? Because keeping employees involved in the company’s strategic objectives keeps them engaged. The careful balance between business and employee goals helps organizations to succeed. However, it’s important that leaders don’t over-emphasize the organization’s goals while undermining an employee’s personal goals. There should be a careful balance, and employees should be able to determine their own goals, as this allows for greater focus, greater commitment, and greater success.

Cultivate a Culture of Continuous Learning

Employees with the right skills and capabilities are needed to ensure quality performance. In today’s dynamic business environment, organizations operate in a different way than they traditionally used to. It’s no longer sufficient for employees to simply learn how to do their job and never progress any further. The ability to learn and grow within an organization isn’t just a direct contributor to higher engagement and satisfaction, it’s also necessary in today’s business world. Employees are increasingly required to deliver on their jobs with technology and software applications, which are constantly changing and require a culture of continuous learning.

To get better at what we do, as well as to move to other tasks and grow within an organization, we need to constantly learn and evolve. This means that the desire to learn and improve are an integral part of employee goals.

Implement a 360 Degree Feedback System

As you probably already know, 360-degree feedback means that each employee is reviewed by multiple different members of the organization, including subordinates, colleagues, and supervisors, as well as completing a self-evaluation. In some cases, and for some job roles, customers might even be included in this feedback system.

360-degree feedback helps significantly with realistic and beneficial goal setting, as it allows leaders to set clear expectations and provide useful feedback. It also enables leaders to more accurately measure progress and determine whether or not an employee is meeting the goals set for them.

High Performers Should Be Both Recognized and Rewarded

Regular performance reviews and check-ins are a must for good goal setting. When employees are recognized for their efforts and rewarded appropriately, they’re significantly more likely to maintain their high performance. Failure to recognize employees who meet goals and achieve high performance standards will have very negative consequences. Not only is it demotivating, but it also shows that meeting goals isn’t a priority and won’t be noticed.

In addition to boosting overall performance and encouraging employees to meet their goals, a culture of recognition also works wonders in boosting employee morale. There’s no point in emphasizing goal setting, checking in on performance, and expecting your employees to meet goals if you never reward them when they succeed.

Goal setting can work wonders for your organization, if it’s done right. Employees should have something to strive towards if you want them to grow, learn, and achieve good results. But in order for goals to be successful, they have to be realistic, and they have to be followed through on by leaders. Regular check ins, providing 360-degree feedback, cultivating a culture of continuous learning, and recognizing your employees when they meet their goals are all critical components of good goal setting.