Translated from Português (Brazil) • View original 5 structures to help employees set goals We can say that creating goals is of great help to keep employees more motivated and focused on their day-to-day work. Having a defined deadline will help keep everyone on track by aiming at what needs to be achieved. Goal setting is not just a matter of achieving the final goal anyway, but rather a direction to get there more 'easily' and if necessary, take certain measures to increase the rate of achievement of what has been defined. After defining the objectives with the manager, it is necessary to monitor the pre-defined schedule and the status of the completion of the steps, this step is important to know if the path being taken is really the best to reach the final goal in a lighter and more practical way, avoiding as many unforeseen events as possible. Introducing a good structure considering the type of business or department you work for is essential. Let's talk a little about it. Most used structures Where do you want to go? What goal do you want to achieve? To have these answers and be able to measure your results, we need to make use of indicators. There are several structures for defining and managing goals in a company, in this post we will mention 5 of the most popular ones that help employees to define, operate and manage them.
- SMART principle
SMART is an acronym, that is, an acronym that comes from five other words. They are: Specific, ** M**_easurable, Achievable, ** R**elated and Timebound. The SMART principle can be used to set individual, departmental, and team goals. Each word has a meaning that indicates how the goals should be: Specific - that is, it is necessary to have a concrete objective so that everyone can understand where they want to go, Measurable - we need to be careful not to work and set subjective goals, it is essential to be able to measure the goals set, Attainable - it is no use working with a level that is impossible to achieve, but with something that we have the resources to achieve, Realistic - or better said, they need to have a connection with the final goal. This means goals that make sense for the context, using information from the current market scenario to know if the goal is in fact being married to reality, Temporal - it is necessary to have a definition of a deadline, when do you want to achieve this goal?
- MBOs
MBO stands for Management by Objectives, translating to the Portuguese Management by objectives. This structure is one of the most popular and oldest used in the world of management, created with the aim of managing your company's performance using well-defined goals and objectives. It is characterized by the combination of goal achievement and personal evaluation, allowing you to actively work on setting these goals and managing yourself.
- OKRs
We've talked a lot about this subject here on the blog, but making a general overview. OKR stands for _Objectives and Key Results, which refers to a structure for defining larger objectives by associating your organizational goals with those of other employees in your company. This method clarifies what actions are needed now, making a link with your goals and indicators that measure the degree of compliance with them.
- KPIs
KPI stands for Key Performance Indicator in Portuguese, its main characteristic is to indicate which items need to be achieved to reach your final goal, defining these items as intermediate objectives. When we define a quantitative index, we are able to numerically measure the state of achievement. The advantage of this is that the necessary actions are clarified, allowing you to better manage your strategy to achieve your goals.
- GROW Model
The GROW model is a framework that comes from the initials 'Goals', 'Reality', 'Options' and 'Will', and has the meaning of 'grow'. The main objective is to make you able to develop a strategic plan efficiently, bringing you closer and closer to your set goals. Below we will talk a little about the meaning of each letter that makes up the word: G – Objectives: Set a goal, what is the goal you want to achieve? R – Reality: What is your current situation? O – Options: What options and paths do you have to achieve your goal? W – Will: What is your degree of commitment to the goals set? Goalous and goal setting Goalous has the format of a social network and is 100% focused on OKRs that have as one of the objectives to provide and encourage team engagement. The tool was created for the management of strategic objectives that help leverage your business, where it is possible to manage goals, encouraging the team to work towards results. It is possible to manage all defined goals, weekly, quarterly or annually using graphs that are generated in real time. We at Colorkrew, who develop and operate Goalous , hold free seminars that can be used as a reference for establishing, operating and managing goals. To learn more about our service , contact us.