PART 3 | Quick and Effective Tips for Goal-Setting: A Manager's Guide

As a manager, you're juggling multiple priorities. You need to hit all your work and team goals – your performance review hinges on it. Plus, you aim to cultivate a motivated, high-functioning team to help you get there. That's why setting goals effectively is your first and most crucial step towards success. But what does that look like? 

Consider this: Only one-third of senior managers can confidently name their firm's top priorities, which shows that the starting point itself lacks alignment or a roadmap. In fact, 40% of managers identify the failure to align as the single greatest obstacle to executing company strategy.¹ Studies suggest that most managers are considered successful when they’re able to communicate clearly the objectives, provide effective feedback and truly help employees when they are stuck. You may be able to align personal goals, but how do you work with your team to make sure you achieve results?

1 | Align Team Goals with Organizational Objectives:

Can you articulate the broader vision of the organization to your team? As a manager, you act as the bridge to the wider organization, which is why you’re not just accountable for results but also for setting team direction. Establish transparent, measurable targets in line with these objectives, and regularly review progress against organizational benchmarks to check on the relevance of results. 

2 | Play to Strengths and Address Weaknesses:

How well do you understand your team? The idea is to optimize your team for results by leveraging their strengths and upskilling based on individual areas of development. You assign tasks, and you should do this not only based on capacity. Consider strengths - “Who can do this the best?” and the opportunity to develop - “who will benefit most from doing this?”. It's all about building a winning team.

3 | Mix in Project Work and Skill Development:

Setting goals isn’t just about hitting targets, but also empowering your team by growing their capabilities. Goals can be project-based or skills-based. Encourage team members to learn from each other by shadowing or teaming up based on complementary skills. When both organizational and personal goals are met, everyone on the team wins. Sharing goals and giving some autonomy encourages commitment and gets results.

4 | Encourage Input and Ownership:

Organizational goals may set the vision, but bottom-up goals set the plan of action and make these goals more aligned with personal goals. Set parameters and allow your team members to set their own goals - individuals who set and own their own goals are more likely to feel ownership of them (and therefore achieve them). 

5 | Personalize 1:1 Discussions Around Goals:

One of the most important roles a manager plays is to provide feedback and guidance. Goals should not be a ‘one and done’ deal. Having frequent check-ins with your team, and anchoring your conversations around goals, will create clarity and structure 1:1s. This not only helps them reflect on the results of their goals but also gives you a more frequent chance to look at the success of these goals and areas you would like to upskill along the way.

Effective goal-setting isn't a one-time task but an ongoing process that requires iteration, feedback, and adaptability. This not only contributes to higher job satisfaction but also aids in reducing turnover rates, ultimately fostering a more successful and sustainable work environment.

At OnLoop, we have developed an AI-powered habit-building platform that aims at turning good managers into great managers through setting, measuring and tracking team performance. 

To learn more about using OnLoop for effective 1:1s, you can read a detailed description here or check out more insights on our website.

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¹ “22 Goal Setting Statistics You Should Know In 2024 (Facts And Studies) | 2024,” October 22, 2023. https://hqhire.com/goal-setting-statistics