Goals section
For life to have meaning, it is important to set goals and achieve them. However, it is not just a question of reaching goals, but of enjoying the journey to them.
Goals in a company or a team also create meaning. They also align everyone's efforts in the same direction. Therefore, goals help explain roles in the company and drive the performance of the individuals and teams.
A goal is a desired result. A goal is a clear description of a situation you want to be in when you have carried out certain actions.
"Increasing sales" is not a goal, because it does not describe a condition or a situation you wish to achieve. "To have achieved a 20 per cent increase on last year's sales turnover by December 15th" is a better definition. Similarly, "being able to wear my party clothes" or "weighing 11 stone by the 1st April next year" is better than "losing weight".
1 – State your goal here
2 – Enter Start and End dates
3 – Add an optional description of your goal/notes
4 – Add at least one milestone with its start and finish dates
5 – As you work on the tasks to reach your goals, increase the progress indicator accordingly or change the Scores for milestones.
- Tick the green arrow next to the goal deadline when finished.
- You can review finished goals in your goal Reports.
- Link smaller goals to larger goals if appropriate for you to create an overview and control with the Quick goals feature.
Guidelines for goal-setting
You are more likely to achieve your goals if they fulfil the following conditions:
- A goal should be clearly defined
A goal should describe the situation you desire as clearly and as specifically as possible. - A goal should be realistic
It should be both possible and probable to achieve the goals. - A goal should be challenging
You should make an extra effort to reach your goal. You should do your best. - A goal should have a time limit
Otherwise, you might easily be tempted to postpone the tasks that lead towards your goals. - A goal should be worthwhile
Achieving a goal should be important to you. It should have a high priority.
Important!
Mark your goal "Private" only if you think it should not be shared with your team members; otherwise, default to "Open" and share goals with others. This allows everyone to work toward the same shared goals.
Go to another person's profile to see their active goals and understand what they strive for and invest their efforts in. Create a culture of "we team", where you all play with the same ball.
You should have both small and large goals. Short-term and long-term goals.
You should get into the habit of continually setting goals for different periods: the day, the week, the month, the year.
Your goals will constantly change depending on your experience, age, and company role. This is why you should adjust your long-term goals at least once a year.
Make it a personal habit to set and achieve your goals. If you don't write down goals, it's most likely that you will forget about them and fail to focus on things that matter to achieve them.
Goal setting in a team
Make it a team habit to set up monthly individual performance reviews with each team member who reports to you.
- Review the past term (monthly/quarterly) goals and score them.
- Ask the employee to set up next term (month/quarter) goals, and present them.
- Discuss how you (as a manager) can help the employee reach the desired goals, and how you can remain most helpful to your team members.
At the end of each month, book 20 minutes for individual member performance meetings.
At the end of each quarter, book 30 minutes for individual member quarterly performance meetings.
During these meetings, share the Practical Manager goals on screen, or use a printed version you can create with the Share feature.
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