Workplace goals exist to move the business forward in line with the organisation’s vision and strategy. They can come in varied forms but the SMART acronym (the letters of which have many interchangeable versions with the same idea) is one basis often used to assist with goal creation and setting. Generally, your SMART goals will be set for you either by direction from your leader, or collaboratively, in line with what the business wants to achieve. But what about what you want to achieve?
Here are three HR Hot Tips to consider including in your next goal setting conversation with your leader:
1. Practical learning objectives
Discuss incorporating goals that are beyond your current ability level that will enable you to grow. Your leader should delegate tasks to you through empowerment, based on your desired level of knowledge and ability. A basic example might be if you’re currently a sales assistant preparing proposals, to accompany your manager to one proposal presentation with potential clients per week over the next six months with a view to being fully autonomous by the end of this time (subject to availability and resources, etc.).
2. Training and networking opportunities
Part of your ongoing goals should be to attend at least one training session or industry event every six or twelve months. Networking events are invaluable for mingling and gaining ideas and tips from other people and organisations. Find out what’s going on in your city and industry, and attend. There will be breakfasts and evenings (often free of charge) that occur regularly in the city and can cost little to nothing. It may be a bit harder for people who live in regional areas to attend these types of events, but have a look around your area and see what’s going on out there. Be prepared to convey to your leader how these events will benefit you and the company, especially if there’s a cost involved.
3. Show me the money
Performance related pay is getting more and more prevalent and it should apply to you too, not just the bigwigs. The compensation you expect to get from achieving your goals may be vastly different to what you will get. At the outset, negotiate some sort of monetary or other reward for when you achieve your goals. This incentivises you and provides a certain level of comfort that your efforts will pay off.
Regardless of what motivates you or what your long-term career goals are, what it really comes down to is open dialogue between you and your leader about the opportunities and rewards that you want. Of course the company’s finances and resources need to be taken into consideration and nothing is guaranteed, but negotiating personal goals into your business goals will enable you to grow in the direction you’re looking for, whilst boosting your morale, engagement and loyalty to the company. This means you’ll stay longer and save the business money on turnover and recruitment fees, and everybody wins.
Further goal setting advice is contained in my book 101 HR Hot Tips: Handy Secrets for Success in the Workplace. Purchase it here.
Are you seeking coaching and negotiation advice? See www.harlandhansen.com for more information about coaching services I provide.