PART 1 | Goal-Setting: Bridging the Org, Manager & Employee Gap

Picture this: You're in a boardroom, asking top-level leaders about the direction and priorities of their organization. They effortlessly reel off the vision, strategic goals, and KPIs. But here's the catch - wander a few levels down the hierarchy, and the clarity fades. 

Studies reveal that many middle managers struggle to articulate how their departments align with these overarching goals. In working with different organizations, we have observed issues from alignment gaps from top to bottom, inconsistencies in goal setting, underutilization of employees, and sometimes a narrow focus on specific areas for measurement. 

To address these, we have developed a framework to help organizations seamlessly align goals at all levels, and by doing so, drive better performance. 

Get it right from the organization level

Organizational goals set the overarching objectives, creating a strategic roadmap aligned with the vision. We see that there are typically 3 types of goals - financial, future outlook and people growth & development. Setting goals in these 3 areas avoids over-indexing on 1 area, and encapsulates all the elements a company needs to succeed.  For clarity, we recommend setting 1-3 goals for each category. 

Team set goals in a shorter timeframe, aligned with organization goals

Team goals pick up organization goals and contextualize them in a shorter timeframe, which is better suited for operations as it is easier to track achievement. At the team level, there are likely more project goals as priorities are broken up into practical work packages. Skill gaps should also be identified at the team level, to have a plan for professional development and enhancing capabilities. Best practices include setting KPIs for collective efforts, fostering collaboration, and achieving excellence.

Individual goals should align personal growth with organizational objectives

From the team level, individuals define KPIs tied to core responsibilities, with a clear ‘line of sight’ to how they are contributing to the success of the team. Goals can be shorter if needed, broken down into milestones to show progress and aid collaboration across the team. Individuals should also set skill goals for their personal growth, built on awareness of their strengths and weaknesses. 

Final Takeaway

At OnLoop, we've developed this framework to guide you in goal-setting, but remember, your goals don't have to be super complex. Whether you have 4-5 goals or more, the key is making sure they align across different levels. It's all about connecting organization goals that shape your overall strategy, team goals that boost collective performance, and individual objectives that foster personal growth. This alignment creates a recipe for success at every level – a focus that we've passionately embedded within organizations at OnLoop. 

If you're curious to dive deeper into effective goal-setting for yourself and your team, check out more insights on our website.