How to Set and Achieve your Business Goals in 2020

Learn now how to set goals for your employees. The establishment of short, medium or long term goals will help a corporation to plan the most appropriate strategies for its growth and, therefore, it is vital that companies are realistic when defining their desires.

Every manager at some point in his career has already faced the dilemma of how to set goals for his followers. Setting an organization’s goals is one of the most important factors in achieving corporate growth.

Want to set goals for your employees, but don’t know how? Are you looking for motivation for your employees?

How to Set and Achieve your Business Goals in 2020

Bearing in mind that, in order to achieve full success, it is necessary to know where you want to go, nothing more practical than the definition of specific and individual goals. In this way, the company can guide itself and create certain paths towards what it aims for.

Want to understand how to set goals intelligently and efficiently? So, continue reading this article!

What are the goals to set this year?

Before knowing how to set goals, you must know what are the goals to set. You be wondering what the difference between goals and objectives is and why knowing how to define them is so important, right? To begin with, we can say that goals are the necessary steps to reach an objective.

For example the goal is to sell an “X” number of products in one year and the goal is to have a “Y” number of products sold per week or month which, in the final calculation, will close the amount needed to meet the objective.

Goals are important, as goals sound very complex to achieve when seen in their breadth. Therefore, achieving daily, weekly and monthly victories motivates employees to continue improving in order to achieve, consequently, the final goal.

What is the best way to set goals?

The establishment of short, medium or long term goals will help a corporation to plan the most appropriate strategies for its growth. Therefore, it is vital that companies are realistic when defining their desires. Joining positive visions, specific data of what you want to achieve and predetermined deadlines, it is simpler to trace routes to success.

Defining the current situation and the resources we have is the first step towards the consistent creation of goals. With that, it is possible to analyze what is necessary to reach the planned destination and check if what already has can be modified or improved to help the company in this journey.

The detailing of the objectives is an extremely important point in this process, and organizations must have properly established the numbers they want to achieve.

Goals, such as “growing in a general way across the country”, should be discarded when strategic planning, which should highlight clear and measurable objectives, for example: “the company seeks 10% to 15% growth and loyalty among customers in a given region ”.

By identifying as clearly as possible what you want, how much you aim for, how relevant this achievement is to the company, how long you want to achieve that goal and how you want to reach what has been established, the definition of goals is simpler and logic, allowing organizations to develop short, medium and long-term actions.

With the goals determined, companies must analyze what is possible to do by department individually, constantly reviewing the initial planning according to the results recorded by the organization over time.

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How to create a management contract for setting goals?

All of your team’s goals must be part of a management contract. This document must be defined in partnership with each team member. It is interesting that it includes company and individual goals. Remember that being a manager is also about developing people. An interesting strategy is to set goals that depend on teamwork, for example.

The management contract is a powerful tool to manage people strategically and thus achieve high performance in your business. Determining goals objectively, with concrete actions, deadlines, and numbers to be achieved, can be simpler than it seems. We will detail here the steps to be followed so that you can set the company’s goals very clearly.

Understand the current situation

The first step in establishing the objectives to be achieved is to understand what the organization’s current situation is. Do a search on the results that are being achieved, the positive and negative points of the organization (the SWOT analysis is great for this), and understand what can be improved.

It is essential to gather feedback from your employees to better understand management gaps and align expectations in order to achieve performance optimization. This is a good practice for people management These improvements will be the goals to be achieved. Remember that these goals must be very clear, realistic, and with a defined deadline.

Detail the objectives

To make achieving the goals feasible, just indicating what must be achieved is not enough. Let’s use a practical example: the company needs to increase its customer base. Defining just that is very vague and does not give a clear direction as to what should be done.

If we detail what should be done, the reach is much more feasible: “increase the number of customers by 30% in the period of six months”. Do you see how the objective becomes much clearer?

Also indicate suggestions for actions that can be taken to achieve the goals: “invest in marketing strategies, do active prospecting, send promotions to inactive customers”. Thus, the steps to be taken are even more precise and enable the adoption of effective practices.

Set short, medium and long term goals

To maintain motivation, it is very important that there are goals that are easier to achieve while on the path to a more challenging achievement.

Small victories will be the necessary fuel for the team to follow the path of continuous improvement and success.

Be clear when detailing the goals

There is nothing more damaging to a project than the lack of clarity about what you want from it. After all, this can generate conflicts, as each employee will understand the demand in a different way and communication will be affected.

So, be clear when detailing the goals, explain what you really want from the employee and what are the steps that must be taken to reach the result.

Create achievable goals

Although the desire to grow is a constant among organizations and setting audacious goals is necessary to drive growth, it is also necessary to consider the current scenario and all the factors that influence the achievement of the objectives.

Assess the country’s economic situation, the employees’ real production capacity, and the available investment margin. Then try to establish achievable goals, which are challenging, but which can be achieved. Unreal goals will only discourage those involved and end up discouraging strategic planning.

Projects with unattainable goals discourage employees and rarely promote the desired results. Furthermore, it is not very smart to invest time and finances in unrealistic ideas. After all, in addition to not generating the expected results, they will have several negative consequences for the company, as well as for its employees.

Develop goals by department

Achieving goals depends on the broad involvement of the entire team. In order to further organize the process, it is important to define exactly what should be done by sector individually, while clarifying the complete scenario and how each activity impacts the whole.

With these well-defined roles, employees will know exactly the activities they are required to carry out and their responsibility in general.

Create goals by role

Do not set different general goals for employees with the same level of responsibility and performance. This can lead to major internal conflicts for the company. In other words, seek to define goals compatible with the profile of each team and sector.

This practice will make the teams act together to achieve the goal and not as rivals looking for a better placement. It is at this point that the manager begins to ask himself how to set individual goals without being unfair.

Here, it is necessary to be clear that the general goals are the common goals of the position and the individual goals must be taken into account the behavioral profile of each employee. This means that each professional has their own difficulties and skills to be polished.

Review the initial plan

Every company’s routine is subject to change. For this reason, the goals established at the beginning of the year can be reached before the period, as well as they may lose relevance or even require variations in the actions used.

Periodically review this goal setting and determine any necessary adjustments. Maintaining dynamism in reaching goals is an intelligent practice that will keep the organization alive and able to adapt to changes in the scenario.

Count on employees

Employees must participate in the goal-setting process, allowing real goals to be established and with good chances of results. This helps to avoid resentment from those who participate in the process.

After all, they are responsible for carrying outing. Therefore, there is nothing fairer than participating in the preparation of goals and exposing their potential and limits so that they are not overloaded.

Avoid conflicts in the process

Set goals so as not to promote the rivalry between employees, but rather collaboration. Conflicts and unhealthy competition end up making each team member seek to act individually, without cooperating with their colleagues and, often, trying to hinder the performance of the other.

So make it clear that the victory of one represents, consequently, the success of the other. That way, everyone will be motivated to help each other and achieve the defined goals together.

Promote engagement actions

Connect the company’s success to the commitment and performance of employees, encouraging teamwork and offering prizes to those who help generate results and profits for the organization.

Promoting employee commitment is showing that he is valued and that the company’s good results will help the employee’s growth. Soon, he will consider the corporation an extension of his home.

Measure development

As we mentioned, it is important to avoid general goals, such as “improving performance”. Opt for clearer and more realistic objectives, such as “reduce customer complaints by 20% by the end of the year”. In this way, employees will have solid and measurable bases to act and will be able to create an action plan for this.

When goals are very subjective, it is possible for the individual to feel confused about what they should do to generate this continuous improvement.

Also, remember to monitor the performance of your team members throughout the year. The practice of feedback is fundamental to correct possible route errors and help your employee to improve their performance. Encourage dialogue with your team and show that they can count on you.

Monitor deadlines and results

Keep an eye on the proposed schedule and don’t let project control get lost in the middle of other tasks. This step is essential, as it is very common for a team to do excellent planning, but that it is not put into practice properly, due to the countless daily tasks.

It is necessary to make latent the need to act and, who knows, to promote a small celebration at each deadline. In this way, professionals will be motivated to deliver what was agreed on the right dates.

How to set goals for external teams?

Managing people is not an easy task, especially when they are far away. Whether working in street sales, prospecting for suppliers, or working in a home office, engaging employees remotely is a big challenge. However, with the right triggers, it is possible to achieve high performance.

But how to set goals for external teams? Well, the general step-by-step is the same as the definition of on-site management The most striking differences are in what these goals will be and how to monitor them. It is essential that the manager has the support of software to perform the management insight and at a distance.

As people tend to police themselves less when they are away from the manager, an interesting tip is to set goals and implement the gamification strategy to further stimulate the external team. Thus, you will reduce your work with charges, because your employees tend to execute active routines more fluidly.

What are the benefits of attainable goals?

Achievable goals generate countless benefits. Among them, we can mention the motivation and engagement of employees,l, they will feel useful and valued. Consequently, your organization is on the road to achievement:

  • enhancing results;
  • improving the organizational climate;
  • the growth of the company’s competitiveness;
  • increased productivity;
  • the retention of talent;
  • of turnover reduction

That is why it is so relevant to define achievable goals. They need not be simple, but they must be possible to achieve. The action plan must be built in partnership with your team. After all, he is the one who will perform the tasks to achieve the goals, and the tools that will be used need to adhere to his profile. If this is not done, it will probably not be successful in reaching the goals.

What goals to insert in the management contract?

As mentioned above, the definition of goals depends on some factors, such as the profile of the operation and its followers, as well as the country’s economic scenario. However, to help you, we’ve set out some goal suggestions that you can use as a basis. Check it out below:

  • 95% punctuality in the time record an interesting goal for employees who are used to being late;
  • 75% NPS (Net Promoter Score), a general goal to stimulate the client’s vision and teamwork;
  • X hours of internal training, to stimulate the alignment of information and the development of the team.

As we have seen, to set goals, it is necessary to have a lot of discipline, objectivity, clarity, and commitment to the team, as well as to the corporation. The manager must be able to understand that it is not enough to explain the goal, but that it is necessary to follow the indicators and be empathetic to the team. Thus, he will have a high-performance team.

With our tips, for sure, now you have no doubts about how to set goals, do you? To gain speed and precision in the execution of productive routines to reach the goals, count on technology. Your team has a lot to gain in performance and engagement.


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