An inevitable part of trying something new is an opportunity to learn. The obvious learning opportunity is directly related to the goal. For example, an employee may set a goal to learn the latest version of a software program. In achieving proficiency in that program, they have learned a new skill. Even trying and failing comes with learning opportunities. However, in addition to goal-related knowledge, participants are developing skills in goal-setting and accountability that can benefit any position and any company. Everyone wants an employee comfortable setting goals and independently planning to achieve them.
As the goal-setting program becomes more established, employees and direct managers will learn how to effectively assess the feasibility of goals. Learning by doing, staff will gain a better understanding of what can be accomplished on an individual basis in the time allowed. It is also important to teach managers to discuss goals with their employees and create attainable goals by planning for other priorities throughout the year. Practicing communication in your organization through goal-setting will positively impact how employees on all levels share expectations for project work and related deadlines.
Obtaining leadership support can be accomplished through annual trainings. During these discussions, information about the S.M.A.R.T. goals system and tips on goal-setting can be shared in a way that is both informative and persuasive. This is a chance to share the values of the program – accountability, personal development, self-motivation – as well as preliminary steps for implementation.
Read the other parts of this series for more information:
Mary Pettit is a Human Resources (HR) Manager leading organizational development and leadership training; managing employee relations; and building strategies to retain and recruit key talent for VAA. She welcomes and values the opportunity to contribute ideas to company-wide business goals and aligning HR initiatives and monthly wellness activities to foster employee camaraderie. Earning her first HR certification in 2008, Mary has continued in the field with a PHR certification from the HR Certification Institute and a Society of Human Resource Management (SHRM)-CP Certification.