How to Set Goals and Objectives: Guide for Managers November 15, 2011
Posted by janey in : career success , trackbackGoals Versus Objectives:
There are several different definitions of “Goals” and “Objectives”. Here is how we delineate the two:
• Goals are higher level than objectives
• Goals have longer time frames than objectives
• Objectives are more specific than goals
• Several objectives may contribute toward a single goal.
Why Bother to Set Goals and Objectives
• To Set Goals and Objectives narrows the gap between Strategy and Execution. Goals and objectives are needed to translate high-level strategies into more manageable behaviours that must occur on a daily basis.
• Without well-written goals and objectives, judging performance becomes unnecessarily more difficult. Goals and objectives translate into tangible actions that are observable and often measureable.
• Setting Goals and Objectives drives focus and alignment through the organization. When Goals and Objectives are clear, and cascade through an organization, alignment is assured.
• By setting Goals and Objectives, you help define and drive performance.
• Goals and Objectives clarify the employee’s priorities and guides them to allocate their time and resources effectively.
Cascading Goals and Objectives
When you set Goals and Objectives, you have to ensure alignment between different levels of the organization. Beginning with the most basic functions of an organization, the Goals and Objectives must contribute or “roll up” to the Goals and Objectives of the next level up in the organization. In cases where there are many layers, this alignment must be carried on until the very highest level of the organization.
3 Steps to Set Goals and Objectives:
1. Align the organization’s and team goals. Regardless of where you exist in an organization’s hierarchy, you have to look above you, and make sure that you understand those higher-level goals, and make sure your goals will contribute to those.
2. Draft your goals and objectives. After you’ve looked up the hierarchy, meet with your team and draft your team objectives, and personal goals and objectives accordingly.
3. Meet to discuss and finalize. You must meet with your boss to discuss and finalize your Goals and Objectives. You then need to meet with your team to ensure that all Goals and Objectives are fully aligned.
Drafting Clear Goals and Objectives
The SMART acronym is instructional when setting Goals and Objectives:
Specific: Well written Goals and Objectives specify a clear end result. The objective names the end result, output or intent, so there is no room for misinterpretation. When setting Goals and Objectives, use concise verbs, such as: “to establish,” “to increase,” “to reduce”
Measurable: Your Goals and Objectives must be quantifiable in some way. Some general categories and examples associated with measuring objectives include:
o Quantity: number of units produced, items processed, calls taken, contacts made, etc.
o Quality: number of specs met, percentage error rates, percent waste rates, number of complaints received, accuracy of reports, etc.
o Cost: dollars spent, percentage within budget, dollars spent on overtime, etc.
o Time in Use: percentage of target dates met, number of deadlines met, number of units shipped on time, etc.
Attainable: there has to be a reasonable chance that the objective is achievable; some people suggest an eighty percent probability is effective as a motivator. If you set Goals and Objectives that are too much of a stretch, people will not take them seriously.
Relevant: Goals and Objectives must be related directly to the individual’s sphere of influence and key job accountabilities.
Timebound: gives a time frame, target dates, and/or milestones during the year that are expected to be met.
If you have a hard time with writing performance objectives, here is a formula to help you:
• I will ( action )
• so that ( outcome ).
• by ( date )
For example:
I will work with my team to develop performance objectives so that 100% of my direct reports will have documented objectives by April 31.
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Watch our video about how to set goals and objectives:
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