Helping employees set effective objectives is a cornerstone of professional development and business growth. Clear, measurable goals not only build the capacity of your team, but also align individual achievements with organizational success. Here’s how managers can guide employees to set objectives that deliver results.
How to Effectively Set Clear Objectives
When setting objectives, clarity is key. Define tangible, measurable goals that employees can realistically accomplish within a set timeframe. For example:
- “By the end of the month, complete an online certification course.”
- “Increase sales by 5% by pitching to three new clients weekly.”
- “Incorporate the latest software into daily operations.”
By contrast, vague directives like “Improve sales” or “Focus on professional growth” leave employees unsure of what’s expected. If the goal isn’t met, your feedback can focus on actionable steps to help the employee succeed next time.
Tips to Enhance the Process
- Schedule a Collaborative Meeting
Set a time to meet with your employee at least two weeks before the performance deadline. Use this time to brainstorm and finalize the objective together. Choose a comfortable setting—like sitting at a round table—to foster open dialogue and equal participation. - Incorporate the Employee’s Interests
Objectives are more motivating when they align with the employee’s interests. Ask questions like:- “What sales techniques do you enjoy using, and how can we build on that?”
This approach ensures the goal feels personalized and relevant.
- Encourage Creativity
Define the goal, but let the employee figure out how to achieve it. For example:- Instead of saying, “Use this script to increase sales,” say, “Increase sales by 5%, using your preferred approach.”
This autonomy fosters innovation and ownership.
Actions to Avoid
- Overloading Objectives: Focus on one or two key goals at a time. Too many objectives can overwhelm and demotivate employees.
- Setting Unrealistic Goals: Ensure objectives align with the employee’s current skill level.
- Changing Objectives Midway: Once the goal is set, stick with it. Frequent changes create confusion and frustration.
What If the Employee Doesn’t Meet the Objective?
If the objective isn’t met, consider whether it is realistic. Use the “I+1” approach: set goals that challenge employees to grow one step beyond their current performance level. Avoid setting “I+10” goals that are too ambitious and lead to failure.
For example:
- If an employee currently converts three leads per month, aim for four leads as the next objective—not 10.
This method ensures goals are both achievable and motivating.
Key Takeaways
Setting objectives isn’t just about improving performance—it’s about creating a pathway for growth. By collaborating with employees, defining clear and achievable goals, and leaving room for creativity, managers can inspire their teams to succeed while driving business results.
Take the time to craft meaningful objectives, and you’ll see your employees rise to the occasion and contribute to the company’s growth.
