THE COMPLETE GUIDE

TO SETTING
GOALS
FOR YOUR EMPLOYEES
As a manager, your responsibility is to decide on goals for yourself and your team. Dont do
this alone, make sure that your team understands, accepts and commits to those goals.

The more you can involve your employees in setting goals for themselves and the group, the
more committed to those goals they are likely to be.

I would recommend setting goals for 3 months, and reviewing the status of them every 2
weeks.

Keep these tips in mind when setting goals:

Goals must align with the organizations mission and strategy.
They must be clear and easy to understand.
They must be accepted and recognized as important by everyone who will have to imple-
ment them.
Progress towards goals must be measurable.
Goals must be framed in time, with clear beginning and ending points.
They should be supported by rewards.
They should be challenging, but achievable.

The last point is particularly important. Goals should give your team something to reach for.

OKRs, SMART, or HARD

OKR stands for Objectives and Key Results. Developed at Intel and later popularized by
Google, its a goal setting framework that aligns everyone around a shared goal.

The company sets a high level objective and 2-3 key results that are very measurable and
specific.

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Then it cascades down through the organization, each team and person creates their own
objectives and key results that are aligned with the organizations.

SMART stands for specific, measurable, achievable, relevant, and time-bound. This
acronym is borne out of the management by objectives philosophy popularized by
management consultant Peter Drucker in the 1950s.

In Attitude is Everything, Paul J. Meyer writes that the most eective goals answer the six
W questions: Who? What? When? Where? Why? and Which?, referring to requirements or
constraints.

HARD is an acronym devised by Mark Murphy for his 2010 book HARD Goals, means
heartfelt, animated, required, and diicult.

Animated refers to being motivated by a vision, picture or movie that plays over and over in
your mind. Researchers have found that setting a specific, diicult goal consistently leads to
higher performance than a general Do your best.

Both acronyms also carry the idea that your goals are clearly defined.

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Tips to engage your employees

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