Gypsy Camp Blog

How to set goals is the topic for this part of our management guide.

Goal setting is one of the most important, but often forgotten about, tasks at work. Yet, by applying some basic guidelines, managers and employees can be setting and achieving goals that push themselves and their organization forward.

Managers often times assume that employees are familiar with the goals of the company. This is often not the case, yet employees need to be aware of the goals in order to achieve them. Timetabling regular meetings with employees to talk about the state of the organization and future goals can have a great effect on employee morale. Employees that are briefed on the direction that the company is headed are more likely to be going in the same direction.

Managers and their employees need to communicate to develop goals that are mutually agreed upon. Employees enjoy being involved in the setting of goals and tend to achieve the goals if they have had an integral part in setting them.

Simply setting a goal to improve sales does little to motivate the sales team. However, if the goal is to improve sales by 5% during the month of March, the goal becomes more focused and measurable. Goals should include amounts, times and dates. Being specific results in an increased chance of the goal being accomplished.

If goals are established and employees never hear whether or not they have been achieved, the whole purpose of goal setting becomes without credit. Management should update employees continuously during the time specified for achieving a goal to inform them how near they are to reaching it.

Ensuring employees are focused on a common goal can be as simple as noting the goals down and posting them in an easily visible area. To keep employees right up-to-date, managers can even plot the progress toward the goals. This is advisable because simply finding out at the end of the time period allotted that a goal was not accomplished damages morale.

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