What Kinds of Goals Should You Set for Your Office Staff?
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Setting milestones helps motivate your employees to succeed. Achieving work goals gives employees a sense they are progressing in their jobs. Focus on measurable achievements when setting the goals for your staff. Consider their daily responsibilities and implement realistic mile markers. Everyone has different strengths so set goals that each employee believes to be important.
Setting Production Milestones
Production is a common area of goal-setting. Each employee has his or her own group of responsibilities. Set milestones that match the employee's tasks. For example, a salesperson might have a goal to make 10 calls a day and close two deals a month. On the other hand, a project manager could set expectations to meet each deadline under his direction and provide training to all new team members.
Goals for Innovation
Encourage innovation to improve existing systems. Form a small committee of employees who are proven problem-solvers. Have them join forces with other workers who show creative potential. Devise office contests with prizes awarded for the most original solutions. Establish a goal that everyone in the office participate in the creative process.
Working as a Team
Assign goals that enable employees to work cohesively as a team. Reward groups that make the company more productive through their efforts -- thereby reinforcing the value of teamwork. For example, teams within departments can be given the afternoon to work from home when they achieve a big deadline on time or take part in landing a new client. Also, encourage employees to serve on some kind of committee at work. Staff members can choose a group related to his or her interest, such as a safety initiative or special events committee.
Setting goals and expectations around staff members' punctuality is advantageous for an office setting. Excused absences are understandable but lackadaisical attitudes could harm morale. If your employees punch a time clock, reward those who are seldom absent or tardy with extra paid time off per quarter. This also remind people to respect each others' time. To ensure employee buy-in, make sure management adheres to this rule as well.
Based in the Midwest, Gina Scott has been writing professionally since 2008. She has worked in real estate since 2004 and has expertise in pop culture and health-related topics. She has also self-published a book on how to overcome chronic health conditions. Scott holds a Master of Arts in higher-education administration from Ball State University.
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