— 10 min read

Does your team feel motivated and excited to tackle their jobs each day? Motivation has a influence on work performance. If you feel your team has been lacking motivation or needs a boost in performance, one of the best things you can do is to revamp your approach for setting performance goals.

Setting performance goals is especially useful if you feel your current strategy isn’t working, people are having different levels of performance, or if you’re not having regular goal-setting sessions with your team at all. Now is the time to get started with performance and development goals and to start motivating employees.

Why Your Team Should Be Setting Performance Goals

Some people assume that goal-setting isn’t important, especially since it’s so common for individuals to fall short of their aspirations. After all, according to the research, only about eight percent of people actually achieve the goals they set for themselves.

There are lots of reasons to make setting performance goals a priority for your team, though, including the following:

Increased Productivity

One of the greatest benefits of regular goal-setting sessions is that they help to keep employees engaged. When employees are engaged and aren’t just going through the motions, they are much more productive. They get more work done each day, and they tend to do work that’s of a higher caliber than what they would have done otherwise.

Improved Focus

Workers tend to be more focused when they have specific goals they’re working toward, too. When they’re trying to reach a particular milestone, your team members will become more resilient and better able to resist distractions. They might also be able to accomplish certain tasks faster and with more precision. This, in turn, often results in fewer mistakes and better overall performance.

Better Communication

Regular goal-setting sessions give managers and supervisors an opportunity to get inside their team members’ heads and see what’s most important to them.

Managers get an opportunity to learn more about the people on their team, from their aspirations to their unique talents. Team members can also feel more comfortable talking to higher-ups about their goals and ideas when they have regular opportunities to talk about their plans and aspirations.

This leads to more collaboration and a greater sense of camaraderie for the team as a whole. More collaboration, in turn, can produce better ideas, more productivity, and better work overall.

More Job Satisfaction

Workers who have specific goals that they’re trying to attain often experience higher levels of job satisfaction, too.

If your team members are happy with their jobs and feel fulfilled with the work they do each day, they’re going to be more inclined to stick around long-term. This, in turn, is great for your team and the entire company.

When employees remain loyal, the company also has to spend less money bringing on new team members. Overall productivity and performance tend to improve as well.

How to Set Performance Goals

There are lots of different strategies team leaders and managers can use when it comes to setting performance goals for themselves and those they supervise. The following are some of the most effective approaches to consider using. They’ll help your team members become part of that exclusive eight percent:

Set SMART Goals

One method for creating employee performance goals is the SMART framework. It is one of the most popular approaches to use when setting goals. SMART stands for Specific, Measurable, Attainable, Relevant, and Time Bound.

SMART Goals

When setting goals with team members, it’s important to get specific about what they want to accomplish. Supervisors should also clarify the metrics used to determine success, as well as the goals’ attainability and whether or not it’s relevant to the larger mission and objectives of the company.

The goal should have a deadline, too, to hold team members accountable and ensure they’re being as productive as possible as they work to reach it. While this is great for creating employee goals and personal goals specifically, we suggest another method for creating larger team and company goals.

Set Objectives and Key Results

One way of setting performance and development goals is and making sure you goals align in the Objectives and Key Results Methodology or OKRs. The purpose of OKRs is to help you focus on what needs to be improved in your company overall.

Setting Performance goals with OKRs

Setting OKRs

The O stands for Objectives. These are your big, inspirational goals. These goals can be about growth, change, or innovation and can be used at the Team or Company levels.

An example Objective could be to Increase Customer Engagement

After setting your Objective, you have to set your Key Results or KRs. These are the measurable outcomes that help you accomplish your Objective. For the previous Objective some example Key Results could be:

Increase the average customer likes on posts from 28 to 60

Or

Increase the conversion rate of the blog from 20 to 25%.

The final part of OKRs is your Plans. These are the activities you accomplish each week to drive your Objectives forward.

Implementing OKRs

OKRs should be aligned across the Company. This means you need to think through how you introduce and plan your Company and Team OKRs.

When setting goals with team members, it’s important to get specific about what they want to accomplish. Supervisors should also clarify the metrics used to determine success, as well as the goals’ attainability and whether or not it’s relevant to the larger mission and objectives of the company.

The goal should have a deadline, too, to hold team members accountable and ensure they’re being as productive as possible as they work to reach it. At the end of the quarter you should hold and OKR performance review.

OKR Software

While OKRs are one of the best means for setting performance and development goals, it’s important to do OKRs correctly from the start by using an OKR software like Weekdone. Weekdone users get access to free OKR coaching, training, and team on-boarding to help you and your company learn OKRs as quickly as possible.

You can get started testing out OKRs and the software for free.

Create Action Plans

It’s also important for managers and supervisors to create action plans for their team members. Action plans provide workers with specific steps they can take on their way to reaching their goal. Breaking up goals this way helps people to maintain motivation and ensures that they have the necessary tools.

Schedule Weekly Reviews

Regular reviews (ideally ones that take place on a weekly basis) are essential, too. These provide accountability for team members and give them a chance to report on their progress.

Weekly reviews also provide an opportunity for team members to ask questions and express concerns. Workers can get feedback on their performance as they work toward their larger objectives, too.

It is important to set motivating and engaging performance goals. Hopefully this info has set you on the right path for helping your team achieve their goals. You can check out the following resources about goals based strategies and professional development for your team:

Performance Goal Setting Ebooks: Discover ebooks and sources to help you set better goals with your team.

Weekdone Youtube: We have a series of videos related to goal-setting and business productivity.

OKR Examples: See examples of OKRs that you can use as a reference when coming up with your own.

Objectives-Key-Results: This goes over OKR theory in detail.