If you want to motivate your employees then you must assist them in setting goals while also supporting them when they achieve the goals. In this article, we will discuss various examples of measurable goals for employees.
Employee goals must have performance and learning objectives. They must let managers track the employee’s performance and help them develop their skills and roles better to enhance their careers. You can set goals in many ways, however, all goals must be measurable with realistic and specific timeframes and objectives.
When managers set measurable and specific objects after a discussion with employees, that is called employee goals. These goals can describe actionable and specific targets that may be connected to the employee’s position in the firm or new skill sets and development opportunities to enhance his or her career. Many bosses not only help employees track and set goals but also make available resources that support them in fulfilling their goals.
Employee goals are decided so that an employee’s performance can be measured and she or he can be rewarded for it, based on their position. Measurable goals can be a quota that must be reached for a salesperson or a development team could be required to sell a number of tickets.
The nature of employee goals will mostly be required to develop and change once the employee succeeds in fulfilling his or her objectives or as they get promoted and their requirement changes. Hence managers must always regularly analyze, set, and reassess goals for teams as well as individual employees. Good goals will help employees stay motivated and on track. They also provide managers with good targets that help them analyze an employee’s success in his or her role.
Why are employee goals important?
They help managers and team members determine how a certain employee is progressing and performing and they also include career development objectives.
What are examples of measurable goals for employees?
There are basically two kinds of employee goals which are performance goals and learning goals.
Learning goals mean development opportunities that could be a new role or a new process that the employee has never participated in before. Some measurable goals can be learning a new kind of software or someone’s learning goal can be being a manager for the first time or prior to an international deal, learning about that country’s culture.
Performance goals, on the other hand, are related to the way the employee does his or her job. For example, a sales increase of 10% every year or publishing and developing 25 content pieces for a company’s blog every month.
Performance goals are vital because, at times, an employee may not know what they must achieve to appear successful at their job. Sometimes, a manager’s idea of success may be different than the employee’s idea of high performance. If the goals are agreed upon and set in place, then both, manager and employee shall have a reason to be motivated and something to work towards.