by Nancy Norman, HR Product Manager
Even with the most careful and brilliant planning, change is inevitable. Imagine if a sailor navigating the seas was so set on his selected course that he failed to adjust to the change in the winds or weather. He may never reach his intended port and may find himself in great peril. The saying goes, “The only certainties in life are death and taxes,” which means that even the most carefully crafted goals should be subject to change. While many of us feel that change is for the Byrds, “to everything… there is a season… and a time for every purpose.” It is each manager’s responsibility to be alert to the coming changes in the “seasons” that will impact his/her functional areas and appropriately adjust his/her course based on the company’s strategic plan and organizational goals. If that’s the case, what can be done to encourage the creation of goals that are effective and properly nimble to ensure success?
Know and Understand the Strategic Plan:
In order to set goals that align with organizational strategy, managers have to first know what that strategy is and have a thorough understanding of how it applies to their departments and individual roles. Managers should be able to effectively communicate this to their employees. Human Resources should be instrumental in making this information available in a timely fashion and helping management know what to do with when strategy changes direction?
Review the Strategic Plan and Goals Regularly:
When direction changes, it is important they take the time to re-assess the focus and direction of the goals that have been set and make the needed adjustments to stay on target. We will not know of important changes if we are not keeping in touch with our organizations strategy. Annual goals should be reviewed at least quarterly to ensure they are still accomplishing an outcome that will be meaningful.
Communicate to employees that their goals are significant and an important part of your overall success. As goals are set with employees, be sure to set the expectation that they will be reviewed often and adjustments will be made if business needs shift. The knowledge that their goals are a component of a greater purpose should provide the motivation and understanding necessary to weather changes with the proper attitude.
Don’t Confuse Flexible with Non-Specific:
While you want goals to be flexible, this does not mean that they are not defined. You should not forget the rules of effective goal setting. Goals need to continue to be SMART, Specific, Measurable, Achievable, Relevant and Timely. Specific details set clear expectations and help the employee understand what it is they are trying to accomplish. They must be easily measured and feasible both in the employees ability to achieve the goal and its relevancy to their current role. Timelines and due dates are also critical for success.
Human Resources is an important link between key company stake holders and the people on the ground getting things done. HR can be instrumental in providing the necessary information and training for managers to be successful in setting goals and managing them throughout the year. Create a culture where each employee thinks strategically and looks for and anticipates change. It’s inevitable; it may as well be embraced.