The Importance of Goal Setting In The Workplace

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Goal setting in the workplace is imperative for business success. Not only does the business as a whole need to have goals, but these goals also need to be broken down into smaller goals and milestones to be achieved along the way to reaching those bigger goals. There also needs to be goals set for those in your employ. After all, business goals are largely achieved through the efforts of your workforce. Therefore, it’s important to set important, yet achievable goals for the members of your team to focus on.

 

Give Team Members A Shared Vision

Convey the company’s vision, goals and objectives with your employees so everyone knows what they are and can share in that vision. Once the team understands the ultimate objectives moving forward in both the short term and the long term, you can then set individuals and teams certain goals and milestones to reach in order to bring the ultimate goal closer to reality.

Sharing the vision is a practical way of helping everyone feel more connected with the company, what it represents and what it wants to achieve.

 

High Rate Of Success

In order to achieve a high rate of success, goals need to be both achievable and measurable. It’s always a good idea to set deadlines for goals and milestones, whether time is of the essence or not. It’s been proven that humans perform better and become more focused on goals that have an end date. Goals that are open-ended simply may never be accomplished. As each goal is reached and ticked off the list, immediately present employees with their next target to acquire.

 

Motivate Your Team

In order to keep your team of employees goal-focused and motivated to achieve the goals you set for them, there’s got to be something in it for them other than getting a pat on the back and keeping their jobs.

Assign bonuses and incentives to the goals. These could be bonuses for every goal accomplished or, alternatively, you could create some friendly competition by offering a reward for the first individual or team to achieve a set milestone for the company. People are often motivated by a reward that awaits them after they’ve put in the effort and bonuses (monetary or otherwise) are the perfect way to keep everyone motivated and forging ahead.

 

Manage Employee Workloads

Goal setting also helps to manage employee workloads. On one hand, staff more clearly understand what’s required of them and where most of their efforts should be focused each day. Setting goals also assists in making the overall workload fairer. Instead of one person being overloaded with work while others may slacken off, everyone will know their role and, motivated by the potential of rewards down the track, every employee will be more willing to put in a solid day’s work and do their fair share.

 

Monitor Performance

Setting goals is a start but everything needs to be regularly monitored to determine how much progress is being made. If you’ve set timelines to achieve various milestones, are things on track or lagging behind? Are there team members who are ahead of schedule while others are floundering in their wake?

To have the best chance of achieving a set goal, performance has to be monitored to keep everything on target and on schedule. If necessary, provide even more motivation for your employees.

 

Conclusion

Having business goals and assigning individual goals is vital to keep a business progressing, improving and generally moving forward. Work out the major goals for your company and then assign achievable tasks to your employees, with incentives to keep them focused and motivated.

 

Want to tell the world that your company has a great workplace culture? Find out how you can earn Great Place To Work Certification™ here.

 

 

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Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

Categories

These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from