How to Set Goals that get Results
Cathie Leimbach • May 12, 2021
Goals are important. They are at the core of uniting all members of the team around a common purpose. They motivate and inspire. Goals also prompt employees to plan and provide guidance on which projects they should spend time on completing. Finally, they create the foundation for evaluating each employee’s performance. But, as necessary as goals are, they are not all created equal.
- Only 20% of people set goals. And 70% of them fail to achieve the goals they set. Here are the reasons why goal setting often fails:
- A lack of motivation to change
- Fear of failure
- Goal setting processes are confusing and too narrow
- Analysis paralysis where your employees overthink everything.
There are five solid principles to effectively setting goals that get results:
- Start with the end in mind. Then, embrace and feel invested in the result. For example, exceeding sales goals might result in your employee receiving a big bonus check and that shiny new convertible they have been eying. Understand the steps and push a little beyond what is expected and comfortable.
- Make sure that your employees are included in the goal setting. Unfortunately, less than 40% of employees are very involved in their goal setting. Providing ownership increases buy-in and accountability. Strong leaders don’t push goals on their team. Instead, they work together to craft plans in alignment with company objectives.
- Track goals consistently. You can’t improve what isn’t measured. When goals aren’t tracked, they are worthless.
- Make goals visible throughout the organization. Nearly 40% of employees say they cannot see the goals being set throughout the organization. This inhibits collaboration and reduces awareness of progress.
- Review and revise goals. Neither business nor goals are static. One key component to set effective goals and improve performance is to look back and ask “what worked, what didn’t” and “what can we learn to improve our performance.”
A goal without a plan is just a wish. Coaching and empowering your employee to set goals starts with a conversation. Consider these steps:
- Ask your employee what specifically he wants to accomplish.
- Discuss how Important it is by asking:
o How important is this goal to you, on a 1 to 10 scale?
o What makes this goal important to you?
o On a 1 to 10 scale, how high a priority is this goal for you?
- Measure the end result and what is involved in getting there by evaluating and identifying:
o When it will be achieved. Ask, “when would you like to accomplish this goal? Please provide me with a date.”
o Where is your employee currently towards achieving the goal? “Where are you today in your efforts to achieve this goal?”
o What actions need to be taken. “What specific tasks and activities will you need to complete to achieve your goals.”
- Explore if it is realistic. “With everything else on your plate is it realistic for you to set and pursue this goal now?”
Empowering your employees to go from thinking about it to doing something about it will improve overall performance, keep your employees engaged and they will help to meet your organization’s goals.
Interested in learning more about effective goal setting? Reach out for a 20-minute breakthrough session!
For the tenth day in a row, production missed its target. Barry, the production manager, was frustrated and worried. Customer orders were piling up, inventory was running low, and he had no idea how to get things back on track. Even the VP of Manufacturing and HR had no helpful answers. Meanwhile, Joe, one of the line supervisors, couldn't understand why Barry was so upset. He'd heard through the grapevine that sales were down. So why was producing less such a big deal? Barry was baffled. He'd told his supervisors to increase production. Why weren't they pushing their teams harder? He pulled up the AI summary from Monday's "What's Up This Week" meeting. There it was. He'd asked the supervisors to produce more than last week because a large customer order had to ship the following Monday. But had he made his expectations clear? Barry thought he'd given a goal. Joe thought he'd heard a suggestion. Neither knew they weren't on the same page. Sound familiar? When expectations are fuzzy, even good employees miss the mark. The result: frustrated managers, confused employees, missed targets, and disappointed customers. LEADERSHIP TIPS: THREE STEPS TO STRONGER PERFORMANCE 1. Make expectations crystal clear. Explain what needs to be done, by when, and why it matters. Instead of saying "produce more," Barry could have said, "We need 200 additional widgets by Friday to fill a 500-widget customer order that ships Monday." Then he could have asked each supervisor what their line could realistically produce and what support they needed. A two-way conversation builds clarity and commitment. 2. Monitor progress daily. Don't wait until Friday to discover the team is behind. Review production results with supervisors every day. Compare actual output with the weekly goal, and recognize progress along the way. Ask, "Are we on track? What might keep us from reaching our target?" 3. Take corrective action before shortfalls grow. When production falls behind, don't just demand better results. Start a conversation. Ask, "What's getting in the way? How can we catch up? What help do you need from me?" Then work out a plan together, agree on who's doing what, and follow up to make sure it happens. Strong performance doesn't come from pushing people harder. It comes from clear expectations, regular monitoring, and shared accountability. When leaders explain what matters, listen to their people, and help remove roadblocks, employees are better equipped and more motivated to deliver. Conversation is Where Leadership Happens™ Say what matters. Ask what's in the way. Agree on next steps. Missed targets, fuzzy expectations, or a talk you keep postponing? Bring it to the Workplace Conversations Clinic on November 16. We'll discuss how to have that conversation with kindness and clarity. Register Here
Tammy was furious. For the third day in a row, the hydraulic hose assembly line was falling behind. How could they keep customers happy when production was this slow? The target was 50 hoses per hour, with at least 98% meeting quality standards. Yet, after two hours, Tom's team had produced only 65 hoses, and six had failed inspection. Tammy marched over to Tom, the line supervisor. “This is unacceptable! You know our targets. Get your people moving!” She stormed off, frustrated and worried about falling further behind. Tom felt embarrassed and discouraged. He told his team to work faster. An hour later, production was still behind, and more hoses had failed inspection. Leadership Tip – Correct Kindly, Solve Problems Together Corrective action doesn't need to be harsh. A calm, respectful conversation can improve both performance and trust. Clarify the gap. Remind the employee of the agreed expectation and describe what you've observed. “Tom, our target is 50 hoses per hour, with 98% meeting standards. Your team produced 65 in two hours, and six failed inspection.” Explore causes and solutions together. Ask, “What's getting in the way?” Listen carefully. Perhaps a crimping machine needs adjustment or a new employee needs coaching. Ask, “What could we do differently? How can I help?” Agree on next steps. Ask Tom to summarize what he'll do. State what you'll do to support him. Agree on when you'll review progress. Bottom Line Kindness doesn't mean lowering expectations. It means helping people meet them. Conversation is Where Leadership Happens™ Be kind. Be clear. Hold people accountable. Have a conversation you’ve been putting off because you don’t want to sound harsh—or let the issue slide? Bring it to the Workplace Conversations Clinic on November 16 to discuss addressing the problem with kindness, setting clear expectations, and agreeing on next steps. Reserve your spot for the November 16 Workplace Conversations Clinic → HERE
