Goals help employees and organizations achieve success. But when goal conversations only happen once or twice a year, it creates a disconnect between the manager, the employee, and the organization.
Employee goals become misaligned and their purpose is lost, making success more difficult to achieve.
Ongoing goal conversations are important to an employee’s, team’s, and organization’s success. Managers are key to ensuring employee goals are aligned, prioritized, and that progress is being met.
Here are four scenarios with questions that will help guide you in your goal conversations.
The best time to begin goal conversations with employees is during goal creation. When employees feel like they have a voice in their goal setting, it creates more ownership and motivation.
This first conversation will build alignment between managers and employees around goals, purpose, and how it relates to the organization’s success.
Obstacles and issues come up at work that can cause goals to veer off track. This is when managers need to become a coach by identifying obstacles and make sure employees have the right support and resources to get back on track.
Sometimes new or existing goals change in priority as changes occur within an organization. Make sure managers are communicating with employees to know why changes are happening. Then discuss the impact of those changes on their goals, and prioritize from there.
A manager’s job isn’t over when employees achieve a goal. Managers should take the time to recognize and celebrate employees for a job well done and the effort they put in along the way. Managers should also use goal achievement as a learning opportunity to find out what went well and what could have been done differently.
Helping employees create goals and ensuring they are part of ongoing goal conversations can help lead to better employee performance. But not all goals are created equal. Download our research report on the five best practices to set goals that get results.