Achieving your company’s goals is a bit like baking a cake. Each step and ingredient is vitally important in ending up with that delicious smelling treat. So, although goal-setting is incredibly important to your company’s success, without your equally important team’s efforts, it’s unlikely you’ll achieve your goals. You need a highly motivated, enthusiastic team fully committed to working towards, and reaching, common goals.
Here are our ideas for how to get your team fully invested in meeting your 2018 goals.
Get them involved
If your team is involved early in the goal-setting process, they’ll be more motivated to see them through to completion. You could brainstorm your goals together, or you could draft goals and invite their feedback which you then incorporate into revised goals. Either way, make sure your team is in the loop with your goals to help create a strong sense of connection – and motivation.
Define the objectives
A central part of goal-setting is making the objectives clear as this shows what you and your team are working towards. Explain to your team why the goals are important, especially the results that will follow from achieving them. Try to make the results tangible and applicable to them – they may not be motivated to help the company make more money, but they may be if that means they’ll get a pay rise.
Communicate the goals
Make your company’s goals highly visible, such as posters in the kitchen or as computer lock screens, to keep your team focused on them. Provide regular updates to share progress via monthly meetings or weekly emails. Make time to celebrate when you achieve a goal.
Prioritise the goals
Help your team achieve your goals effectively by prioritising them. This means your team can prioritise their workload and avoid wasting their time and energy on less important tasks. Focus on ensuring your team understands your goals, what their priority is, and what their role is in reaching them. This will create a roadmap to goal-reaching success.
Incentivise the goals
Link your team’s KPIs (key performance indicators) to goals and outline the rewards for hitting their KPIs – it could be a bonus, a celebratory function of their choice, or a day off. If your team will be rewarded for working together towards shared goals, they’re more likely to be motivated to hit them.