One solution for setting goals is to let employees to set their own goals. This approach is definitely comfortable and easy for employees. However, there can be a lack of proper guidance. A manager's job is to align the work and goals of his subordinates with the overall goals of organization as a whole. Employees may also have the tendency to focus on using the skills and knowledge they currently have, rather than on developing and acquiring new skills.
When you collaborate with your employees, there is another benefit – improved mutual relationships are to be expected since working together on goals makes people more passionate and engaged, says the management.about.com website. Personal goals must be a little bit of a challenge and stretch for employees and still be aligned and connected to the organization's objectives.
Meaningful discussions about goals
You should seek and ask for input from each of your direct reports. Work side by side with them to create a list of the most important goals. Be specific and make sure that both of you understand the responsibilities connected to these goals. You need to prevent your employee from experiencing the situation of you telling him that he failed to fulfill one of his obligations – when he did not even know that it was his responsibility.
Don't set too many goals
There should not be too many goals, because it is more likely that people eventually lose track of what is really necessary. Often people only concentrate on goals that are easy to accomplish, whether or not they are high priority. As a rule of thumb, we can use the statement that 80% of results come from 20% of goals.
Write the goals down
Write down each goal with a deadline. Keep it concise and short, two paragraph at most. Your follow-up conversations will be about specific tasks instead about the employee as a person. Review the goals regularly.
-jk-