The importance of setting goals for your staff

As a real estate principal you not only have a vested interest in your own performance, but the performance of your staff. As such, you should always be looking for new ways to increase productivity and efficiency within your business.  Though sometimes overlooked, goal setting can be an extremely useful strategy for improving and maximising the performance of employees.


There are several reasons for this:


·         Goal setting allows you to crystalise and articulate your expectations, which in turn enables your employees to consciously channel their time, energy and efforts in the direction of your desired outcomes;

·         Achievable goals represent an important source of motivation for staff, as they provide employees with a focused end-point to consistently work towards, especially in times of difficulty or digression;

·         Goals make employees accountable: By clearly defining achievable objectives and targets to your employees, you leave them no opportunity to later claim that they did not understand what was expected of them;

·         Goals can enable maximisation of staff potential: The reality is that without clearly defined goals employees can sometimes stick to ‘auto-pilot’, working within their comfort zones and doing simply what is required of them to get by. Goals, however, can challenge employees to venture into new levels, contexts and situations, which can function to foster both growth and fulfilment within their careers, and within your agency.


Goal setting must be a considered process, however; taking into account the respective credentials and capabilities of staff members. This is because unattainable goals function in a counterproductive way, gradually demotivating employees who come to realise that their targets are unattainable.


How does one set achievable and measurable goals for their staff?


·         Involve the employee:  You need to talk to your staff to be able to understand not only what they are capable of achieving, but also what they want to achieve. Through involving an employee in the goal defining process you are better able to develop realistic expectations and also place ownership of the goal in the employee, which usually increases their levels of responsibility and motivation;

·         Clearly define the goal: By clearly defining a goal to an employee, you can ensure that they are working towards achieving the correct objective. Clarification also entails the employee understanding the motivation/s behind the goal; and as such, you should consider explaining why the goal is important and how it is going to benefit the staff member as well as your business;

·         Make the goal measurable: Both you and your employee should agree on performance measures for successful completion of the goal. This involves documenting targets, timelines and prospective rewards, and thereafter monitoring progress until the goal is attained.

Posted by George Tarbey on 22/06/2012 at 3:30 PM | Categories:


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