Grow
Goal-setting
raises the bar for performance in organizations. As mentioned earlier, growing different
aspects of employee interests into skills – both professional and personal – benefits
employee wellness and the company overall. Individuals who feel a healthy
work-life balance have a higher tendency to stay and progress through the
company. Goal-setting provides employees a natural opportunity to demonstrate leadership
and self-motivation; typically leading employees to earn promotions. By using a
goal-setting program to create clear avenues toward accomplishment, companies
will develop happier employees that grow into skilled leaders.
As employees
are promoted to leadership roles, their earlier interests may now benefit or be
formally incorporated into organizational business plans. People are the
catalyst for growth. By supporting personal goals, employees are empowered to
develop the core of a business. Contributing individual drive to overall
business goals can open the door on improvements from expanded service
offerings to fostering a culture of wellness.
Repeat
Goal-setting
is a life-long skill. Continuing to encourage learning and self-motivation is a
benefit to employees and, from a corporate perspective, will grow and enhance
an organization as a whole.
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.
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.
As more
corporations adopt formal goal-setting programs, it is important to understand
how to engage staff in the process and how goal-setting can be used effectively
to benefit individuals and companies overall. S.M.A.R.T. goals – statements
that are Specific, Measurable, Attainable, Realistic and Timely – have become the standard for organizational
goal-setting. Use of this method provides guidance for employees when proposing
goals and allows managers to more accurately judge the feasibility and later
the progress of those goals. With a goal-setting program and engagement tools in
place, companies will begin to benefit from the growth and additional skills of
their employees.
Engage
After
establishing a goal-setting program, it is critical to engage employees and
managers in the process. Here are a few tips to encourage thoughtful
participation when creating and executing S.M.A.R.T goals:
1. Write It Out
As a part of the goal-setting process, ask
employees to write out their ideas before completing a formal document. Studies
have demonstrated there are many benefits related to handwriting original
content. Individuals are far more likely to remember the key details of a goal when
asked to create it and write it down on paper. Written goals provide more than
a starting-point for progress assessment; employees will be more likely to
independently plan for and progress toward their goals.
2. Make It Fun
Allowing employees to explore a genuine interest or improve current skills of their choice leads to more engaged participants. If an individual has a key role in shaping their commitment, they will be more likely to accomplish it. Additionally, consider offering a personal goal for each employee. This goal, often unrelated to workplace skills, allows for a balance of work and play, demonstrating the company values well-rounded individuals.
3. Keep It Accountable
To get the most out of a goal-setting program, follow through with
individual
outcomes by adding mandatory meetings to review goal progress. Motivate staff
with clear rewards for success and repercussions for little or no progress.
While it’s important to incorporate this into annual reviews, consider
introducing quarterly check-ins between the employee and direct supervisor. This
will give employees built-in deadlines for progress and
gives managers the
opportunity to provide advice and feedback throughout the year.
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.
Let’s Go Local: The 2018 CAN Sculpture
Reinvigorating
a section of the Mississippi Riverfront, August Schell Brewing Company
(Schell’s) recently relit the iconic Grain Belt Beer sign. Both Schell’s and
Grain Belt boast local longevity with over a century of Minnesota history and
business. Known for industry innovations and introducing craft beers to the
Midwest in 1984, Schell’s purchased the beloved Minnesota label in August 2002.
Since then, Schell’s has maintained its standing as the largest brewery in Minnesota.
As Grain Belt Beer celebrates 125 years in 2018, the 48’ tall LED
sign and the company it represents is a testament to Minnesota’s dedication to
going local.
Depicting
miniature versions of the Grain Belt Beer sign and part of the Hennepin Avenue
bridge, VAA’s 2018 Canstruction build hopes to echo the landmark’s sentiment by
shedding light on the issue of hunger in our local community. After a decade
participating in this event, our team has seen thousands of meals contributed
and dollars selflessly donated. We think of Canstruction as more than a
friendly competition – it’s an iconic community effort toward change. Help
support what’s local by reducing hunger in our community.
Why We Participate:
One decade. Thousands
of cans. Countless lives impacted.
Canstruction is
a non-profit organization responsible for organizing annual design-build
competitions across the United States. Giant sized structures made entirely out
of canned food are built and displayed as public art exhibits. At the close of
the competition, the dismantled food used in the structures is donated to local
food banks, which, in the Minnesota competition, is Second Harvest Heartland -
the Upper Midwest’s largest hunger relief food organization.
VAA is proud
to support Second Harvest Heartland (SHH) through monetary donations and
participation in this event. This year’s annual Canstruction competition will
be held September 15 – 17 in the Rotunda of the Mall of America. We hope you
can join us or consider donating to the cause.
VAA
is privileged to have Schell’s support for this year’s build.
The VAA Plymouth office hosted Community Caring Campaign (CCC), a range of events and volunteer opportunities for employees over the course of two weeks. Championed by VAA’s Wellness and Outreach committee, the CCC raised nearly $50,000 along with providing supplies to those in need.
In line with the firm’s commitment to community, the CCC accepted pledges and volunteer time to support three selected local organizations:
Boys & Girls Club of the Twin Cities
Enables all young people, especially those who need us most, to reach their full potential as productive, caring, responsible citizens.
Interfaith Outreach and Community Partners (IOCP)
Partnering with VAA for the past decade, IOCP helps families living in eight Twin Cities western suburbs overcome barriers, believe in themselves and soar to new heights.
Second Harvest Heartland (SHH)
Partnering with VAA for the past decade, SHH is a local food shelf that leads through innovation, finding creative solutions to connect the full resources.
VAA supports SHH through monetary donations and participation in Canstruction, an event featuring giant structures made entirely out of canned food. Structures are built and displayed as public art exhibits until the food is donated to local food banks like SHH. In Minnesota, this year’s annual competition is held September 15 – 17 in the Rotunda of the Mall of America.