If you want to build a successful and sustainable company, you need to set achievable and motivating goals. Michael Patrick, the COO and managing attorney at The Property Advocates says it’s essential to create well-defined goals.
Creating goals can be tricky, though, and if you’re not careful about the goals you set and how you communicate those goals, it can lead to unrealistic expectations that result in plans that are difficult, if not impossible, to follow through on.
Follow the tips below to help you avoid the downfall of setting goals that aren’t achievable and motivating.
Be Specific and Flexible
Company goals that are specific are actually motivating. Setting a generic goal of increasing sales will not be nearly as effective as setting a specific goal of increasing new clients by 10% in the next month.
The reason for this is those specific goals are objectively measurable.
“When you set generic goals, they are always up for interpretation,” said Michael Patrick of The Property Advocates. “Employees may think they’re doing well if they increase qualified leads by 5%, but are you, as their manager going to be happy with that?”
Outlining the specific goal — in this instance, both the growth percentage and the timeframe — helps employees understand what they’re working toward.
At the same time, company goals need to be flexible. Market conditions can change quickly, and you should be open to adjusting your goals on the fly based on market conditions.
Provide the Roadmap and Required Support
While writing the goals, creating a roadmap of ideas for how employees can achieve them is important. While you certainly want to give your employees the leeway to figure some things out on their own, it’s a great idea to provide examples of different tactics they can take and tools they can use to achieve those goals.
In addition, it’s important to understand what support employees may need to achieve the goals, whether it’s education, mentorship, or resources — both monetary and non-monetary. Showing employees that you’re well prepared to help them achieve their goals is a great way to motivate them.
Communicate the Why
One of the most important aspects of achieving company goals is getting buy-in from the employees working toward the goals. Michael Patrick says that’s why it’s so crucial that when you’re setting goals, you’re also defining how you are going to communicate why the goals are so important.
“You do not want your team to simply go through the motions or run through a task list mindlessly. They need to understand why they are doing each task and what comes before and after that action item so they can see the big picture.”
Creating an inclusive work environment is essential in motivating employees to work how you want them to work. Without this buy-in, getting the entire team to work their hardest to achieve the goals you set will be challenging.
So, as you’re writing company goals, keep in mind how you’re going to communicate why the goals are important to the company and your employees.
About Michael Patrick
As an attorney, passionate problem-solver, and The Property Advocates’ COO, Michael Patrick uses his legal background to solve complex issues and attain the best solutions with the least risk. Michael enjoys mentoring clients through challenges and leading them toward the best outcomes. Michael earned his Juris Doctorate from Barry University School of Law and enjoys spending weekends with his wife, Miranda, and three children, Aiden, AnnaBelle, and Ava.
