Maximize Your Company's Potential by Communicating Clear Goals and Objectives to Your Staff

 Maximize Your Company's Potential by Communicating Clear Goals and Objectives to Your Staff

Your company's prosperity is proportional to the dedication and output of your employees. Even still, it is well acknowledged that a significant portion of employees, around 60%, are not making the most of their responsibilities at work.
Consequently, why do we have such low expectations and standards for performance?

One of the main causes of low productivity is communication, or the lack thereof. There is a miscommunication in the messages conveyed from the owner to the workers, the management, and even the customers. The common mistake made by company owners is to presume that their staff and managers share their perspective.

In an unconscious effort to avoid confrontation, managers often decrease their expectations of staff. Most managers try to avoid having to talk to their staff about their failing performance by lowering their expectations for what is expected of them.

In order to avoid embarrassment, employees often resist established procedures. In many cases, they will try to bargain the price of the job down to something more reasonable.

A common problem for business owners is differentiating between their wants and their needs in terms of execution. When you tell workers step-by-step how to accomplish a task, you take away their ability to think critically and act independently. Because of this, people frequently quit making an effort to contribute and instead act like "sheep" - mindlessly carrying out orders. The proprietor finds themselves in a catch-22 scenario since they are compelled to provide continual instructions to everyone.

Owners who fail to grasp the idea of "person/job matching" often end up with the ill-suited individuals in charge. The employee may find this situation to be highly discouraging.

The question then becomes how to establish goals and benchmarks for performance.

Employees and owners must work together.

There is a way to enhance the employee's position that benefits the company, the owner, and the employee themselves; all three of them need to work together on this. Owner morale and productivity both increase when you show them how to work together.

It is necessary to set short-term objectives, or victories. I recommend a 90-day period.

So that there is plenty of time to monitor systems and progress and to experience wins on a regular basis, set clear targets for the employee in 90-day increments. So that people feel like they have some say in their job, it is best to include the employee in defining goals.

Make a list of all the skills you will need to succeed on the job.

The owner and employee must collaborate to determine the necessary strengths and the best way for the employee to utilize them if the employee is to achieve success. This is where it becomes crucial to have a suitable fit between the worker and the position. Hopefully, the worker already knows what is required, so the employer does not need to do any research.

Decide WHAT has to be done and HOW to get it done.

To begin, you must determine which standards will be applicable to each action and how you will reach those standards. One of the most important components of meeting performance requirements is providing employees with clear goals and objectives to work toward. Any employee, regardless of rank, can attest to this.

Create pacts for communicating.

Achieving success requires the owner and employee to establish early on how they will communicate both successes and setbacks. Does it have to be daily? On a weekly basis? One week at the very least is required. When something happens less often than that, everything falls apart.

It is up to the employee to figure out how to get the job done.

Even if the owner will be there and involved, the employee must take the lead if they are to feel like they have ownership over the process. Facilitate the employee's assumption of control over the process by which the results will be achieved. Maybe you might check the worker's development and skill levels to see if they are up to the task. Give them as much direction as possible if they don't.

Have it documented.

Everyone will be puzzled and unsure within one to two weeks if it is not in writing. All of the following must be documented: objectives, responsibilities, resources, limitations, timelines, and metrics. The idea is to eliminate any room for misunderstanding by making sure the owner and employee understand the process and its objectives. As a result, it

Set up a system for keeping tabs.

Get everyone on the same page regarding how and how often to check in on the performance. Both the owner and the employee must be willing to take the time to examine the employee's performance on a regular basis for the process to move ahead. Warn them up front that they will not see any improvement in performance or satisfaction with expectations if they start skipping meetings due to being busy.

It would be beneficial for the staff to document their growth and provide weekly updates to the owner, in my opinion. A quick weekly update on progress can be done in as little as five minutes and is a win-win situation. It is essential to have a monthly in-person meeting as well.

What are the upsides of having well-defined expectations and criteria for performance?

Workers feel energised and given the authority to make decisions within their job descriptions.

The owners are so energised and motivated that they stop lowering their standards to avoid conflict.

The company's output increases.

With clear goals and objectives in place, everyone can go forward with confidence.

Owners and staff are able to communicate more effectively because of this procedure.

Wow, that is cool!

Location:

Share :