Goal Setting Process

In an earlier post I had discussed the S.M.A.R.T acronym for goal setting.  Using this acronym will help make sure that your goals are specific, measurable. achievable, relevant and have a time frame.  Now I will go into greater depth and discuss the goal setting process.

Step 1: Determine the Purpose
Goals are achievement oriented so the first thing to do is determine the achievement that is targeted.  The choices fall into two categories.
     Goals that have a direct relationship with a business objective
     Goals that are related to an employee's personal development

Goals that have a direct relationship with a business objective will be a extrinsic measure as the outcome is determined by someone other than the employee.  So specific measurable targets will be set for the employee that align with the business objectives and if achieved can result in financial rewards.   For goals that are related on achievement of a personal objectives it is expected that the employee will demonstrate new or increased competence with his/her behaviors.  Intrinsically driven goals are harder to measure as its more subjective rather than an objective measure.


Step 2: Developed a Detailed Outline
This is the step when you would use the S.M.A.R.T acronym to start developing goals.  Remember to get employee input during this process as this will gain their commitment and loyalty in achieving the goals.

Step 3: Communicate to the Employee: Plan the Meeting to Set Goals 
The purpose of the meeting is to review the goals with the employee and give them the opportunity to comment.  Given them advance notice of the meeting and the goals to be reviewed will allow them to think about their goals and prepare ahead of time.  If the employee is not included in the goal setting process than they may be less committed to the goals which could lead to less drive.  


Step 4: Meet with the Employee


One of the most important steps in the goal setting process is gaining employee commitment to the established goals.  Without their input to the development of goals they will not have the drive necessary to achieve them because they may feel that they are unrealistic based upon being achievable or/and time frame.

Step 5: Record the Final Agreement 
Recording the agreed upon goals is important to avoid any misunderstanding in the future.  It also serves as a reference point when developing goals in the future.  Lastly, when it comes time for their performance review the goals can be used to measure the employee's performance objectively, which will be needed when deciding compensation.

Good luck with these guidelines and I hope they are of use when setting goals for your employees.