Goals should not be set in stone. Periodically check what goals you are working towards, and update them whenever required. If something changes in your business (or life), don’t forget to update any related goals to make sure they are still relevant. Periodically check that all the goals your team are working towards are the right ones to move your business forwards. If any of their goals need updating, then update them. Drop goals that are no longer relevant at all, and write new relevant SMART goals. Blindly working towards goals that aren’t relevant to the individual or the business doesn’t help anyone. The rest of this article focusses on goals you have set for your team, although the concept is valid for business goals and personal goals as well.
Periodically look at all the goals set for your team. Check and see how individuals are progressing towards their goals. Do you need to update their goals based on what they’ve already done? If they’re ahead of where you thought they’d be, consider mutually agreeing to stretch them a bit further. Do you need to tweak a goal as written currently so it’s still directly relevant? Are there any goals currently set that are not driving the behaviour you expected? Talk to the people involved and see how you can reword the goal to drive the desired behaviour.
Create New Goals
Has someone in your team completed a goal, either on time or ahead of time? Create or consider creating a new goal to replace it. Is everyone in your team still doing exactly the same role they were doing when you set the goals? Any change in role should prompt you to check and see if any new goals are needed. If anyone’s taken on any new responsibilities, you might need to add some new goals. Has anyone’s behaviour or performance changed? You might need to add in a new goal to help drive the behaviours you want, if it’s not happening naturally.
Drop Irrelevant Goals
Have any of your business goals significantly changed? What effect does that have on your team’s goals? If any goals are no longer aligned with your business goals, drop them. There’s no point someone working towards something that is not helpful to your business. Let them know the reason why. Make sure everyone is pulling in the same direction, the direction that you want your business to go in. Similarly, if a person’s role has changed, and a goal is no longer relevant, drop it. Explain why, but don’t try and measure someone against something you don’t want or need them to do.
You don’t want your team spending time doing things you don’t want or need them to do just to try and achieve the goal. You also don’t want your team to judge which goals are or are not relevant. They might judge correctly, but they might also judge a goal to be irrelevant that is relevant. Don’t leave it to your team to decide which goals they want to achieve and which they don’t. Talk to them and make sure that all the goals set are relevant so that they know they need to work to achieve all set goals.
My Question To You
Are the goals your team are working towards delivering what you intended? Do your team’s goals align with your business goals? If this is something you would like to discuss or would like some help with, contact me at firstname.lastname@example.org. You can also download my free eBook Team UP! - Powerful Ways to Build, Develop and Maintain an Effective Team and sign up for my weekly newsletter which contains lots of team and self-management tips.
Mulberry Bush Consulting: Maximizing your Business Capability through your People.
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