Goals webinar clear company_032316
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Building a goal-oriented organization is important for several reasons. Only 14% of companies have employees who understand company strategy and goals. The document discusses setting goals at all levels of an organization to increase employee engagement. It provides tips for identifying corporate goals, implementing goal-based hiring and reviews, creating goal-focused managers, and using goal tracking software to enable a goal-based organization. The overall message is that aligning employee and company goals improves performance, productivity, and business outcomes.
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Goals webinar clear company_032316
- 2. Sara Pollock Head of Marketing | ClearCompany
- 3. • A vision for the company • Set goals to accomplish that vision • Transformed the way our people work together
- 4. We just so happen to have goal tracking software as part of our ecosystem. You don’t need any specific system to do the same in your company.
- 5. Torn between our need to fit in with other employees and our mandates from corporate to increase productivity and engagement and to transform our department from a cost center to a profit center
- 6. There is a disconnect between the executive and managerial level and the front-line workers and employees. That’s where goals come in.
- 7. I want to learn Spanish by the end of the year. I need to lose 20 pounds before my vacation in Mexico.
- 8. Here’s why building a goal oriented organization is important: • Only 14% of companies have workers who understand the company strategy, goals and direction. •43% of employees in ClearCompany and Dale Carnegie’s “How Leaders Grow Today” survey claimed to be familiar with company goals, but couldn’t list any specifically • At best, a CEO can only see 10% of his/her company’s alignment.
- 9. On the other hand? 72% of highly engaged employees understand their role and how it contributes to organizational success.
- 10. Goals impact the following:
- 11. Identifying Corporate Goals: • Ask your executive team if the goals are somewhere you can view • Corporate meetings or retreats • Company blogs or press
- 12. Your company may not have created “official goals” yet. If not, start looking in less common places: • Look at the product roadmap • Ask to see sales projections • Review your mission, vision and values • Look to your employment brand if you have one
- 13. Understanding the BHAGs of your organization will not only impact your position, but those around you. And in HR, that’s pretty much everyone.
- 14. WARNING: In the rare case you cannot find any insight around corporate goals, take it upon yourself to find a way to make this happen.
- 15. How to Implement Goal-Based Hiring
- 16. Did you know that 54% of employers say they currently have open positions for which they can’t find qualified candidates?
- 17. Look at your current job listings
- 18. 41% of employees said, “It’s inaccurate – my duties have evolved considerably.”
- 19. If you have identified corporate goals, make sure verbiage that shows your applicant HOW THEY WILL HELP THE ORGANIZATION reach those goals is smack dab in the middle of the job ad.
- 20. • Connect to past success • Flatter your applicant • Build on the future
- 21. Need another reason to put goals in your job ads?
- 22. 52% said this was the main attraction in an employer, coming ahead of competitive salaries.
- 23. How to Build Goal-Focused Employees The company is just a collection of people working for (hopefully) the same purpose. So what is your people’s purpose?
- 24. Employees who use their strengths every day are 6xmore likely to be engaged at work 8% more productive 15% less likely to quit their job
- 25. Use some of these quick, actionable ideas to kick off a goal-driven culture: • Create a visual goal board • Sign up for a team collaboration tool • Hold contests, trivia games and other friendly, yet HR-friendly office games
- 26. • Educating your managers • Getting the buy-in of executives • Understanding the hurdles
- 27. Organizations that make it easy for employees to set clear goals are 4x more likely to score in the Top 25% of business outcomes
- 28. Creating Goal-Focused Managers A company’s Big Hairy Audacious Goal might look like this: Achieve $20 million in new product sales in the west coast industrial vertical over the next 3 years
- 29. • Sales • Product Division • Service • Compliance • Administrative Staff • Marketing
- 30. The key is training your managers to keep the goal and their team’s portion of it, in clear view at all times
- 31. How to Implement Goal-Oriented Reviews Implement goals in a language your employees already understand via a performance review.
- 32. When the goal for the year, quarter or month is directly in front of an individual employee and they are receiving constant feedback about how close they are to that goal, it’s really hard to have a review that is muddled or confusing.
- 33. • Did you hit the goal? • Was the goal realistic? • Do you see how your everyday actions impact your team and department? (This can be positive and negative depending on whether the goal was achieved). • What concrete plans do you have to hit your future goal?
- 34. Top Down Focus The Goal Focused Oriented Executive Here are the traits of a goal-focused executive
- 35. A goal-oriented executive is: • Transparent • Reasonable • Open to Feedback
- 36. Here are some other goal oriented hurdles you may encounter in your journey to becoming a goal oriented organization:
- 37. Goals aren’t stacked properly Use project management gurus to ensure yours are.
- 38. Goals fail due to accountability mismanagement One of the reasons we suggest trickling goals down to the individual level is for this very reason.
- 39. Poor performers can also be a reason that goals fail And this goes from the top down. Your executives need to set the goals and clearly communicate them to the team.
- 40. ClearCompany.com
- 41. Enabling your Goal Based Organization
- 42. Great goal tracking software will: • Provide real-time insight into your people and their work • Track results from different management levels, seamlessly with goal alignment software • Show how work is allocated, who is responsible for which tasks/projects, and how they are progressing
- 43. • Allow you to set deadlines and track meetings, projects and tasks • Show how your workforce is allocated against current goals • Provide depth of goals reporting to see where goals are tracking and which are falling behind • Have an updated feed to provide transparency into department, team and individual progress
- 44. Q&A