How to Set Annual Goals

We’ve been talking about the importance of goal-setting. It’s a proven fact that companies with annual goals outperform those companies without annual goals.

Zig Ziglar believes it and “preaches” it at his seminars and I also believe it and make sure it happens as part of our consulting engagements with glass and glazing subcontractors. You’ll believe it as well when you establish goals for your company because the improved results will speak for themselves.

Here are some goal setting tips that will ensure your success.

Annual company goals must be:

Specific – Means specific and concise goals because generalities don’t get the message across to your employees. Make sure you goals are easily understood because nothing is so simple that it cannot be misunderstood.

Measurable – Means goals are quantified and can be evaluated to determine if progress is being made. What gets measured gets accomplished.

Focused – Establishing too many annual goals detracts from accomplishing your goals. Experience has shown three or four annual goals are the ideal number and any more than five goals most likely cannot be accomplished or will mean that all the goals reach less than the desired results.

Additionally, I always recommend to glass and glazing subcontractors that their annual goals do not exceed one type-written page. I call it the one-page priority plan that holds everyone in the company accountable for success.

I’ve said your annual company goals must be specific, measurable and focused, but that’s only part of the goal-setting process.

The owner or president of a company can unilaterally establish the annual goals or they can be established by the management team or alternatively by a management consultant. If this happens, then the goals belong to someone else rather than the employee organization.

Here is the ideal way to establish annual company goals.

By involving a number of management and staff employees in establishing annual goals at the start of each year they are more inclined to become the employee goals instead of goals that are unilaterally established for them by top management. In other words, your employees will view this approach to annual goal setting as their peers having a say in what’s important at the company.

Personal experience has shown top management does not sacrifice anything in the goal setting process since the same goals that top management has in mind will ultimately be established by the team approach.

In our role as consultants, we facilitate this goal-setting process with clients where management will make known what is important in terms of annual goals, employees will comment and contribute as appropriate and ultimately the slate of goals will be totally acceptable to everyone concerned. I’ve seen it happen dozens or even hundreds of times!

This team approach to goal-setting has a bias for results, generates buy-in and commitment from all employees and is often the most significant companywide change that can be implemented by any company.

This goal-setting process really works!

P.S. As a reminder, if you need assistance in the goal-setting process, our consulting services are available to readers of USGlass magazine who will receive a discount.

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