Learn
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:
About
the Author
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.