• Session 3:

    Develop Your Goal Process

    ← Revisit Session 2 | Jump to Session 4 →

     

     

    Welcome to session 3!  In today's session, we'll discuss how to successfully build a new goal-setting process.

  • Let’s get right to it

    Equipped with a good understanding of your goal framework and cycle, you are now ready to develop your goal process.

     

    Excited? Keep your fire burning.

     

    To help you be successful, we’ve have segmented the process into 6 easy steps - with examples and guides 😊

  • Step 1

    Understand the key reasons for change


    Ask yourself – why does your company need strategic goal-setting? And why do you believe goal setting can help?

     

    Sample reasons may include:

    • Improve company and employee performance
    • Align company mission and values to employees
    • Make it easy for leaders and managers to align with employees
    • No current ability to measure if employees are successful
    • No strategic way to build a performance culture

    List your initial reasons and review them across several days. Revisit your list regularly for a week or two, re-assess and improve your arguments until you are comfortable. This exercise will help you build the business case that will get leadership buy-in and the budget for your program. Invest a fair amount of time.

  • Step 2

    Test the waters

    Get feedback from potential stakeholders so you can capture their inputs. Connect with other team members or other departments across the company for their feedback. Furthermore, try to get feedback from your friends or other professionals working in other companies. They might have already gone through the same journey as you are embarking on.

     

    This exercise gives you the following benefits. First, you’ll gain helpful insights and learn about potential ideas for solutions! And second, by asking others for input, you have started getting alignment and support for the new process from stakeholders (who are more likely to get closely involved and be an enthusiastic advocate).

     

    You can try the sample questions below.

     

    For leaders:

    • Does our people know if their goals align to the company’s?
    • Do we have a company-wide goal setting process that drive desired outcomes and measurable performance?

    For managers:

    • Does your direct reports know the goals to focus and work on?
    • How do you align your direct report’s goals with the company and track progress?

    For employees:

    • What is your major challenge or pain point in setting goals?
    • Do you review your goals with your manager regularly and discuss progress?

  • Step 3

    List goals and desired outcomes

    Nothing of value is easy to get. Hang in there. Now, you need to define the goals for our goals setting process.
    This will take some time but it is critical so you can set clear expectations and align measurable goals with those affected. Get yourself and all stakeholders to the answer the questions below:

    • How does success look like for us?
    • How will the new process help the company achieve success?
    • What are the anticipated benefits, risks, costs, timelines, and outcomes?
    • What support do I need, inside and outside my team, to succeed?

  • Step 4

    Identify your new solution

    The company environment and organizational priorities will influence your solution. In this age of Digital, anything that is not Internet-enabled will be difficult to implement, use, and manage. To ensure sustainability and widespread adoption, here are some traits you should consider.

    Easy goal creation, tracking, and updates.

    As you know goals change regularly to reflect new market conditions. Look for a software or system that allows you to create, edit, and track progress of goals easily.

    Goal alignment and visibility.

    Work that isn’t aligned to company goals contributes little if not zero value. Look for a solution that clearly rolls individual goals up to team and company goals —and gives managers real-time visibility into those goals and their progress.

    Data reporting.

    You can’t measure success if you don’t have data of goal results. Look for a system that provides easy-to-read dashboards and exportable reports so you can see results, recognize and rewards performance, and make adjustments when needed.

    Makes overall sense for your company.

    Look for providers that cover your critical needs and understand the importance of good business fit so you can have a scalable and sustainable program to drive business success. Ask if you can do a Pilot test to check the features under the hood and get your stakeholder’s buy-in as well.

    Want more tips? Our Performance Management Buyer's Guide tells you what to ask to make sure you’re getting the right solution.

  • Step 5

    Develop your process

    After you have selected your technology solution, you know have the platform and framework for implementing your new goals program. Let’s now get into the details.

     

    Download this worksheet to help determine:

    ⏰ Frequency of your goal cycles and why
    🗣 The role 360 feedback will play in your program
    💬 The frequency of 1:1 conversations about goal progress
    ⭐️ The role recognition will play in your program

    Discuss with your advocates and project team members about program mechanics for goal setting and recognition. Don’t forget that recognition of achievements and wins will be an attractive topic for all.

  • Step 6

    Build the 1st year project calendar

    You made it to step 6. Give yourself a pat on the back.

     

    Take a quick break and then open your calendar. You will now need to map out what your goals cycles will look like. Important dates to consider are:

    • Deadlines for creating, reviewing, and submitting major company goals, department goals, team goals, and individual goals
    • 1-1 Check-ins (at least quarterly or ideally if every two weeks)
    • Development conversations (we recommend every quarter, especially for younger employees)

    Here’s an example of how we map out monthly goal cycles at CARROTS PH — feel free to use it as a model.

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    Awesome — you made it to the end of this session. And that was a lot to digest. With our Buyer's Guide and Goals Program Worksheet in hand, you’ve got the resources you need to put together a truly impactful goals program! See you for session 4 to cover getting executive buy-in and communications.

     

    See you soon for session 4!

  • Other Sessions

     

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    Session 2

     

    Type of Goals

     

    Learn about the 2 effective types pf goals and how to use them.

    Recommended Next

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    Session 4

    Securing Executive Buy-in and Getting Stakeholder Alignment

     

    Learn about the 2 effective types pf goals and how to use them.

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    Session 5

    Manager On-boarding and Toolkit

    Equip your managers with the right tools.

     

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