You can set goals that look perfect on paper but once the day-to-day work sets in, it’s a different story. What felt meaningful at the start becomes harder to keep up with as priorities stack up. Over time, your team’s momentum fades. That doesn’t mean they lack motivation or ability. More often, it’s a sign that the goal needs clearer structure and support.
Insperity’s Chris Brennan says goals can be challenging to stick with for many reasons. They might not be perceived as a priority, they may not be well-understood, or they might not have a clear finish line. Fortunately, though, you can turn things around with some proper coaching. We explain his ideas in this issue of PromoPro Daily.
Begin with the end in mind. Know what you want to accomplish with each goal. Brennan says this means identifying what success looks like, how it’s measured and the target date of completion. Let your team know each goal’s priority level and any potential rewards tied to reaching the goal.
Explain the “why” behind the goal. This matters to employees at all levels. When people understand why they’re working toward something, it helps them see the difference they’re making. He recommends explaining how each goal contributes to the organization and how the goals impact people personally.
Communicate frequently. If goals need to change, Brennan says you should let your team members know immediately. And because people appreciate transparency, tell them why a change has occurred. You shouldn’t wait until the last minute or until a problem has arisen to make sure your team members are on track to meet goals.
Solicit feedback from employees. Brennan says this is how you get their buy-in and help them be motivated and passionate about a goal. When employees are involved in the process, they have a sense of ownership and empowerment to get it done their way.
Make goals fun. It’s good to have some fun when coaching employees, Brennan says. Accomplishing goals doesn’t have to feel stiff or formal. You could try tracking goals with illustrations or ringing a bell in the office when a certain milestone is reached. Or, you could order in breakfast or lunch to celebrate reaching particular marks.
Break goals down into smaller pieces. Goals can fail when they seem too big and overwhelming, Brennan says. It’s easier for people to achieve goals if they’re broken down into smaller, more manageable parts.
Stop multitasking. If an employee is trying to accomplish too much at once, Brennan says they’re going to deprioritize a goal in error or, at least, not give it the full attention it deserves. He suggests creating a short daily to-do list, setting clear deadlines and concentrating on those goals during times of the day when energy is at the highest.
Celebrate along the way. Let your team members know when they’re going in the right direction. Brennan says this can boost their confidence, interest level and engagement. Plus, most people like to have their contributions and achievements acknowledged.
Tie goals to financial incentives. Money is a powerful motivator. That’s why, if your budget allows for it, Brennan recommends offering employees a bonus for meeting monthly, quarterly or annual goals.
Goals become much easier to accomplish when they incorporate the ideas above, like breaking them into smaller pieces and connecting them to a clear purpose. Add in regular check-ins and recognition, and they don’t feel like extra weight — they become something teams move toward together.
Compiled by Audrey Sellers
Source: Chris Brennan is a performance consultant for Insperity.
