If a manager leads a team to exceed their monthly goal of new clients
It’s common knowledge that helping employees set and reach goals is a critical part of every manager’s job. Employees want to see how their work contributes to larger corporate objectives, and setting the right targets makes this connection explicit for them, and for you, as their manager. Goal-setting is particularly important as a mechanism for providing ongoing and year-end feedback. By establishing and monitoring targets, you can give your employees real-time input on their performance while motivating them to achieve more. Show What the Experts Say Connect employee goals to larger company goals Make sure goals are attainable but challenging Create a plan for success Monitor progress When things go wrong What about personal goals? The first step is for you to understand what these goals are. Ask employees if they have any personal goals they want to share with you. Don’t pressure them; they should only share these aspirations if they feel comfortable. Friedman suggests you then ask, ‘What adjustments might we try that would help you achieve your goals?” This allows the employee to take ownership over the solution. Just as with work goals, you need to be sure personal goals contribute to your team, unit, or to the company. “It’s got to be a shared commitment to experiment and mutual responsibility to check in on how it’s going. It’s got to be a win for both,” says Friedman. When goals aren’t met It’s possible that you may have contributed to the problem. Be willing to reflect on your role in the failure. Were you too hands off and failed to check in frequently enough? Did you not review his work in a timely way? Have an open discussion about what you can do next time. “If you don’t hold yourself accountable, they’re going to have trouble with you,” says Hill. Principles to Remember Do:
Don’t:
Case Study #1: Being a partner in goal attainment One of Shauna’s goals is to become more of a thought leader on one of their largest financial services accounts. She has mastered the day-to-day work of managing the client and now needs to focus on the bigger picture. Shauna has been working on this goal for several months now by speaking up more in client meetings and providing more input into the content, not just the process, of their work. “We don’t need a goal review session. I give her constant feedback in the context of the work,” says Meghan. Meghan also knows that ultimately Shauna is responsible for her own achievements. “I’m fully invested in making it work but I realized the limitations I have as a manager to make it happen,” she says. It hasn’t been necessary to talk about the consequences if Shauna fails to meet the goal — there are natural consequences in Bliss’s high-performing culture. If you don’t succeed, you don’t get the better assignments. *Not her real name; changed since publication Case Study #2: Supporting personal goals The firm has a semi-annual review process where goals are set and discussed; they also do more frequent check-ins on goals during weekly meetings. Amy and Sarah have talked a lot about how On-Ramps can support Amy not only by providing a flexible schedule but by thinking about the intersection of her studies and her work. They’ve found that there are lots of transferable skills between her job as a search associate and her work as a social worker, such as interviewing and client management. In explaining why they are so supportive of Amy’s educational activities, Sarah says, “We wouldn’t have done this for a low performer. We have to ask ourselves, ‘What would it take to hire another Amy?'” Amy will be finishing her master’s degree in May and she and Sarah have begun to discuss what’s next for her. Both hope that there is a way to combine her skills in search and her interest in social work to create a job that is ideal for both her and On-Ramps. Portions of this article were adapted from the Goal Setting module of Harvard ManageMentor. Learn more about setting and achieving goals. How can managers ensure that the staff continues to provide service to customers?Encourage active listening
Everyone wants to feel like someone genuinely cares about their problem and is there to help them. Another tip: Have employees repeat back to their customer what they heard when discussing a problem. This allows the customer to clarify what is being discussed and helps them feel heard.
How does your manager help your team succeed?A great leader doesn't just help their team members to do their current jobs. Great leaders help them identify room for advancement to develop their skills and progress their careers. Support your team by giving them the resources they need to excel and reach the next level.
How would you ensure that your team reaches the best result?Ways To Help Support Your Team To Achieve Better Results. Ensure proper communication. ... . Establish clear company goals. ... . Set strengths-based objectives. ... . Develop a culture of collaboration. ... . Give constructive feedback. ... . Inspire your team. ... . Reward your team. ... . Use team building exercises.. How can your team help you achieve your goals?Leading the goal-setting process with your team. Align with company priorities. Before meeting with your team, meet with your manager. ... . Re-frame in ways that are meaningful to team members as well as other stakeholders. ... . Listen to your team. ... . Identify your contributions. ... . Don't rush. ... . Solidify buy-in.. |