Posts Tagged ‘goal setting’

Help Your Employees Create Achievable Goals in 2013

Thursday, January 10th, 2013

new work yearA new work year has begun so the time to develop goals with your employees is now. Helping to establish annual goals with your employees is a good way to keep them loyal, as goal making will enhance their personal and career development. Not only is it a good morale booster for your workforce, employees who achieve their goals or make a good effort towards them will boost the performance of your overall business.

Goal setting is an important part of the manager/employee relationship because it allows opportunities for both parties to provide the other with feedback. Employee strengths and weaknesses can be assessed during the process, as well as factors that motivate good performance. Aid your team members in forming assessable goals that will accelerate their careers and bring results to your organization.

There are a couple of aspects you and your employees will want to consider when creating goals. Here are a few to get started:

Stay Focused

Goals that are meaningful to the individual employee and your organization are a good place to start. Work with your employees to pick goals that align with the company’s areas of focus. Make sure to ask your employees for their input so you know the results they’re hoping to achieve.

Make Them Attainable

Setting unrealistic goals is a surefire way to decrease the morale of your staff.  The talents of your employees should be stretched, but working towards goals that are impossible will have everyone in your organization frustrated. Work with the available skills your organization has to create success.

Offer Support

Frequently check in with your employees about progress they’re making on their specific goals. Play an active role in encouraging them to perform their best or identify areas in which they may need some assistance.  Be there for them when they need a question answered or recognition for a day of good work. Commit to helping your direct reports reach success.

If you’d like more information on creating suitable employee goals, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-669-7746.   

Photo Source: Sean MacEntee

5 Tips to Help Your Employees Survive the Holidays

Thursday, December 6th, 2012

Your employees will juggle many more tasks during this time of year as they prepare for winter vacation, parties with their family and friends, charity events, children’s performances and whatever else they can fit on their packed schedule.

The holiday season adds plenty of joy to life, but it can also add stress. Recognize that your employees might be focused on something other than their work this season. To help them continue to perform well while they balance it all, use some of the suggestions below at your organization:

Rethink Break Room Goodies

The holiday season is full of delicious food. From Thanksgiving to New Year’s Day, there are an assortment of treats and dishes for feasting. Many staff members bring their leftovers from the home to their workplace to share with coworkers. Encourage your team to bring in treats with fewer calories and less sugar to help employees have a healthier holiday.

Give Many Small Donations

Spreading cheer during the holiday season is important. Even more important is showing your employees that what matters to them, matters to their employer. In addition to holiday perks you’re already giving your staff, offer to make a small (or large) donation to the charity of their choice.

Understand the Priorities of the Season

Your employees will appreciate some flexibility around the holidays. Maintaining rigid deadlines will likely add more stress to the lives of employees who are planning parties, searching for presents and attending school performances. Family is the reason for the season for many of your employees. Acknowledge this by granting time off, okaying short days and allowing telecommuting.

Be Generous to Your Workforce

Don’t let your employees remember you as a Scrooge. Show your staff members your generosity during the holidays. What you give to your employees can range depending on office tradition or company budget. Some companies can afford to give each employee a bonus. Other employers might distribute gift cards to grocery stores or gas stations. Holiday hams or turkeys also make great gifts. Whatever you give, make sure it shows how much you appreciate your employees.

Remember to Plan for the Future

It is important to reflect on the accomplishments your company and staff achieved in the current year. Reviewing what didn’t go according to plan is also important.  Try to schedule employee performance reviews at the beginning of the New Year. Help your employees learn from their successes and mistakes from the previous year, and assist them in goal planning for the upcoming year.

For additional workplace tips regarding the holidays, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: Seantoyer

Goal Setting is Critical for Employee Engagement and Company Success

Thursday, December 29th, 2011

Tuesday’s post featured information for conducting productive employee performance reviews. In addition to the four key elements listed in that post, employee goal setting is another important part of the review process. Goal setting is helpful for managers and employees. Managers have multiple opportunities to provide employees with feedback during this process, and they are able to identify their employees’ strengths and weaknesses. Employees can see how their individual contributions affect and support their company’s bottom line when they begin making goals. If goal setting is done correctly, managers have measurable results to verify that employees met or did not meet their assigned goals, which is helpful when determining rewards and future career paths.

Appropriate goal setting can motivate employees to produce stellar work. Managers should help their direct reports create suitable goals for their positions. Assisting workers with goal setting keeps managers informed about the personal and professional interests their workers have.

 Successful companies have their employees set goals frequently—quarterly, monthly or even weekly—not just once a year. Here are a few tips to help goal setting run smoothly:


1. Know What You Want Accomplished

Employee goals should align with company goals. Managers should inform their staffs that their roles are essential for bringing the company success, and they should help their staffs tailor goals that will bring additional success.

Managers may have several goals that they would like their employees to accomplish, but they also need to consider the goals their employees would like to attain. Simply ask employees what they would like to achieve, and if their objectives are appropriate, help them create action plans. Employees are more likely to be engaged in their work when they see how their efforts benefit them and their company.

Sometimes managers and employees are overzealous with the amount of goals they create for themselves. All goals should support the overall company mission, so strive for quality instead of quantity when establishing them.

2. Can They Reach Them?

Unrealistic goals benefit no one. In order for employees to be happy at their workplace and produce good work for their employers, they need to receive fairness with demands and expectations. Goals that are too high or impossible to reach will leave employees feeling helpless. Keep their morale high and stress low by tailoring goals to their skill set, position and career growth. Goals should be both challenging and attainable.

When employees are satisfied with their specific goals, have them strategize ways to accomplish them. Break large goals into several projects and help employees set deadlines and determine adequate progress for each one.

3. Be Present

Goals are often unmet because of a lack of supervision from managers. This problem is easily avoidable if managers and employees agree to meet and discuss the progress of each goal frequently. Micromanaging is not necessary, but receiving consistent updates will help managers keep their employees on track, as well as help them identify and work through potential obstacles.

Managers should use update meetings to provide employees with constructive criticism and evaluate goal progress. During these meetings, managers also should take time to encourage and praise employees for their efforts. These meetings are helpful for forming stronger manager-employee relationships because of the constant exchange of feedback and shared desire to achieve great results.


Employees who consistently meet or exceed their goals should be rewarded because they are showing commitment to their work and their organization. Not offering rewards will result in employee frustration, which has the potential to decrease productivity and increase turnover.

If employees do not meet their marks, managers should schedule time to meet with them to discuss the reasons why they fell short. Employees have to take responsibility for their work. Managers can inform employees of their disappointment if goals were attainable. After acknowledging disappointment, managers should help employees rework their goals or brainstorm strategies to make them more achievable.

Please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746 for additional tips on successful employee goal setting.

Photo Source: hanspoldoja, Miiish