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Goals and employee engagement

Goal setting will help to empower employees to achieve more. Goal setting is a proven strategy to keep employees engaged and motivated. Achieving the goals will boost employee confidence and contribute to positive organizational outcomes.

Goal setting will provide a clear roadmap for employees from where to start and a clear endpoint. Employee engagement can be increased by setting goals. Employees can make use of the HRMS platform for setting goals. To keep employee engagement high, organizations must take goal setting, and employee recognition goes hand in hand.

Set goals to reinforce employees

According to McKinsey’s report, if implemented well, goal setting can lead to employee engagement and will benefit the organization in many ways.

Let us move on to the strategies to help your organization set goals effectively using HRMS software and reinforce and achieve them.

1. Connect team goals to organizational goals

When setting team goals, it should have strong ties to organizational goals. Or else, setting team goals will not have many positive outcomes. Team leaders and HR leaders should collaborate and communicate with managers to set goals and ensure that the departmental goals sync with the organizational goals.

2. Set individual goals to tie with the team and organizational goals

When employees recognize the worth of their hard work by achieving goals, they tend to be more engaged and motivated. To keep the spirit of the employees high, HR professionals need to emphasize and communicate to teams on organizational goals frequently. When managers set goals, ensure that every employee has got a space of their own to achieve. Every goal should ultimately be tied to the organization’s strategic objectives.

3. Set deadlines

Setting a clear deadline will make the employees more engaged and encourage them to do their tasks timely and effectively. Without a fixed deadline, goals often lack purpose and structure.

Moreover, while setting deadlines, it should be realistic, possible for employees to achieve. Integrating deadlines and the status of tasks in the HRMS platform will provide transparency for employees. This platform will help keep all the employees on the same page and make it easy for them to access the HRMS system’s goals.

4. Track and measure progress

Find a metric to use to track your progress toward a goal. A metric-linked goal can be measured. Goal measurement clarity enables everyone to determine when a goal has been met. According to a goal-setting study, company participants who sent weekly reports about their goals were more successful than those who did not write down their goals.

5. Connect goals to professional development

The most effective goals are those that assist both the company and the individual’s career and professional development. Connect what employees have accomplished to their professional development as they set and achieve goals. Find ways to link new goals to their career advancement by identifying how the goals have helped them learn new abilities.

6. Recognize achievements

It’s time to rejoice when the company, team, or individual achieves a goal! Recognizing the accomplishment of your goals shows all employees that the company acknowledges and appreciates their efforts. This motivates and excites everyone to keep working on the goals that will propel the company ahead.

To wrap up

HR’s responsibility includes ensuring that every person of the organization has the authority to define and achieve goals. Employees want to know how their efforts and work products contribute to the company’s goals, and managers want to know how their teams are doing against those goals.

Setting the correct goals and keeping track of progress establishes a clear line of communication between the organization and each employee. As an HR professional, do everything you can to encourage positive goal setting in your company.