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Effective Techniques in Goal Setting for Organizations

Goal setting for organizations needs a complete review of the organization's corporate vision. How does goal setting help organizations realize their mission? When an organization sets off on a path chalked out by the founders, goals act as milestones towards the objective. Organizations set goals based on long term missions. Before setting off on an action plan, we need to understand how to set well formulated goals. Here are some ground rules:

Set Clear, Focused Goals
In a survey conducted by a leading research organization, CEOs of various multinationals revealed that companies that have clear, focused goals have a higher chance of success. Very often, managers set lofty goals which are ambiguous and subject to interpretation. Naturally, the employees are unsure about the organizations' expectations. A vague sounding goal sends mixed messages to people of the organization. This in turn leads to clash of corporate values.

Divide Goals into Bite-Sized Targets
Employees don't like to deal with ambitious goals. Give them bite-size targets that they deem manageable. When employees accomplish the target, they are motivated to move on to the next target. Each target thus refuels their motivation and energy levels. The other advantage of setting smaller targets is that there is greater control over mistakes and adjustments.

Team Motivation
When the organization becomes goal oriented, teams are motivated to move in unison. To make the organization goal centric, there must be adequate two-way communication throughout the company. Employees must be informed about the organization's progress, achievements and failures. Employees must be involved in team discussions and kept abreast with the latest developments. Motivational exercises and training inventories are required to ensure smooth operation.

Contingency Plan
An organization's goal setting is incomplete without a reliable backup plan. The organization's think tank must consider the various 'potential problems' and come up with creative solutions to overcome the problems. These solutions must be kept practical and feasible.

Rewards and Compensation
It goes without saying that employees need to be rewarded for outstanding performance in achievement of goals. The 'high performance' employees must be openly rewarded and all team players must be compensated for their efforts. If it is not possible to compensate monetarily, special rewards could be instituted to award superior performance. Moreover, the employees need to be given a clear career path which certifies accelerated growth within the organization.

In a dynamic business environment, no organization can survive in any industry without a long term strategy. Goal-setting for organizations needs to take place at all levels to forecast growth potential and balance financial position. Managers need to review their goals periodically to be in sync with the organization's path of progress. Goals setting should be imbibed as a corporate philosophy so that individuals, teams and organizational heads are in control of their actions.

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