Build great Teams – People management

Update Your SMART Goals

Update Your SMART Goals

Goals should not be set in stone and you should update goals whenever required. If something changes, don’t forget to update related goals to make sure they are still relevant. Periodically check that all the goals your team are working towards are the right ones to move your business forwards. If any goals need updating, then update them. Drop goals that are no longer relevant at all, and write new relevant SMART goals. Blindly working towards goals that aren’t relevant to the individual or the business doesn’t help anyone.

Update Goals

Periodically look at all the goals set for your team. Check and see how individuals are progressing towards their goals. Do you need to update their goals based on what they’ve already done? If they’re ahead of where you thought they’d be, consider mutually agreeing to stretch them a bit further. Do you need to tweak a goal as written currently so it’s still directly relevant? Are there any goals currently set that are not driving the behaviour you expected? Talk to the people involved and see how you can reword the goal to drive the desired behaviour.

Create New Goals

Has someone in your team completed a goal, either on time or ahead of time? Create or consider creating a new goal to replace it. Is everyone in your team still doing exactly the same role they were doing when you set the goals? Any change in role should prompt you to check and see if any new goals are needed. If anyone’s taken on any new responsibilities, you might need to add some new goals. Has anyone’s behaviour or performance changed? You might need to add in a new goal to help drive the behaviours you want. if it’s not happening naturally.

Drop Irrelevant Goals

Have any of your business goals significantly changed? What effect does that have on your team’s goals? If any goals are no longer aligned with your business goals, drop them. There’s no point someone working towards something that is not helpful to your business. Let them know the reason why. Make sure everyone is pulling in the same direction, the direction that you want your business to go in. Similarly, if a person’s role has changed, and a goal is no longer relevant, drop it. Do explain why, but don’t try and measure someone against something you don’t want or need them to do.

You don’t want your team spending time doing things you don’t want or need them to do just to try and achieve the goal. You also don’t want your team to judge which goals are or are not relevant. They might judge correctly, but they might also judge a goal to be irrelevant that is relevant. Don’t leave it to your team to decide which goals they want to achieve and which they don’t. Talk to them and make sure that all goals set are relevant so that they know they need to work to achieve all set goals.

My Question To You

Check that the goals your team are working towards are delivering what you intended. Make sure you align you team’s goals with your business goals so you’re all pulling in the same direction. If this is something you would like to discuss or would like some help with, contact me at nikki@mulberrybushconsulting.co.uk. You can also buy my book Accelerate to Team Success which is available as a paperback or on Kindle.

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About the Author:

Nikki Faulkner photo Dr Nikki Faulkner founded Mulberry Bush Consulting to work with business leaders and their teams to make the 'People' side of their business as effective as possible. Mulberry Bush Consulting's specialty is helping small businesses who are new to having employees and helping businesses who are growing rapidly and increasing their employee-base at a rate that is creating a significant challenge.

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