The Crazy Simple Thing That Makes Teams 3X More Likely to Hit Goals at Work
Many companies are offering flexible work arrangements, from telecommuting to condensed workweeks. For example, bolt, Buffer, Panasonic, Feathr, Think Productive, and other brands have implemented four-day workweek policies. Moreover, nearly two-thirds of professionals expect remote work to become standard. But what is driving these trends?
First of all, flexible work arrangements can boost productivity and work performance, according to a Gartner survey. Remote workers can spend more time focusing on the tasks at hand instead of doing their daily commute and attending meetings.
Second, most employees are only productive for about three hours a day. A flexible schedule can improve work-life balance, allowing your staff members to reach their full potential.
However, switching to remote or hybrid work takes time. As a business owner, you need to develop and implement new policies, upgrade your technology, and plan things out before taking this step.
Meanwhile, you can take steps to drive employee productivity without making major changes. Remember, the whole point is to work smarter, not harder. Focus on building a culture of open communication, giving honest feedback, and delegating tasks. Most importantly, trust your employees and provide them with room to grow.
Try this simple thing that makes teams three times more likely to hit their goals at work.
Drive Productivity and Efficiency with This Goal-Setting Approach
Goal setting and work performance are strongly connected. If your team members don’t have well-defined goals, they may not know where to focus their efforts to achieve the desired results. Goals serve as a roadmap for business growth, guiding your team in the right direction.
According to a 2022 study conducted by Hypercontext, The State of High Performing Teams Tech employees are more productive when working under clear performance expectations.
Researchers also found people who discuss their goals weekly or bi-weekly are three times more confident in reaching those goals.
Most business owners know what they want to achieve, but their staff members are not always aware of it. There are specific objectives, such as increasing customer retention or building new revenue streams.
Simply put, it’s not enough to say you want higher profits or more clients. Instead, you need to set SMART goals and discuss them with your team. This goal-setting will give them the push to do their best work and meet or exceed your expectations.
Keep Your Employees Aligned with the Company’s Strategic Goals
Employers rarely speak the same language as their superiors. Sure, they may know you want to grow your customer base, but they don’t know the specifics.
For example, your team might not realize you are trying to cut marketing costs without losing business. If they had this information, they would develop new ideas to reduce marketing spending and improve advertising efficiency.
Business automation tools and other modern technologies can help us do more or be more effective, but they cannot replace the human factor. You also need to make sure your employees are aligned with the company’s strategic goals and understand the reasoning supporting these goals. Accordingly, it’s essential to get them involved in the goal-setting process, act on their feedback, and provide feedback.
About two-thirds of managers don’t feel comfortable communicating with their staff, reports Harvard Business Review. The thing is, people cannot read your mind. As a business owner, it’s your job to discuss the company’s goals with your employees and help them connect the dots. Failure to do so can lead to redundancies, diminished productivity, and revenue loss.
You may think it’s enough to provide your team with the tools they need to stay productive, but they won’t be able to use those tools effectively without a clear plan of action. Moreover, you need to assign them goals that align with their strengths while giving meaning to their work.
Focus on Improving Internal Communications
Effective goal-setting motivates and engages employees, but you must also discuss goal progress with your staff. After all, communication is a two-way street.
First of all, consider developing an employee handbook that outlines your company’s mission and business goals, internal policies, core principles, and other aspects.
Next, break those goals into small, specific tasks and schedule regular meetings to discuss them. Finally, identify the resources and activities needed for each task and ensure you have the right person for the right job.
Let your employees know why these steps are necessary and how their work fits into the big picture. Be clear about your expectations and set benchmarks to measure progress and results.
Ask your staff members what you can do to help them achieve the desired outcome and excel in their roles. For example, some teams may benefit from training sessions, workshops, refresher courses, and other educational events. Meanwhile, remind them about your company’s best practices and how they relate to the set goals.
As a rule of thumb, avoid generalities and share relevant examples of what you want to achieve. Define specific metrics for work quality, performance, timeliness, and costs, and discuss these with your team. Consider giving paid time off, gym memberships, and other incentives to your top performers to keep them motivated. In the meantime, seek ways to engage and inspire low performers to bring the best out of them.
Goal-Setting Is Just One Piece of the Puzzle
While it’s important to have SMART business goals, you also need to communicate them to your employees and ensure everyone is on the same page. Goal-setting alone is not enough to achieve the desired outcome, whether the focus is higher profits, greater productivity, or business growth.
Hypercontext’s study of high-performing teams outlines the importance of discussing goals every one or two weeks. This approach can boost employees’ confidence, leading to improved performance.
Think of it as an opportunity to show your support and help your team members do things better. Over time, you will not only find it easier to reach your goals but also build a culture where everyone feels valued and heard.
Last but not least, avoid overworking and micromanaging your employees. Assign tasks that align with their strengths, help them develop their skills, and provide constructive feedback.
Make goal-setting a collaborative effort and implement ongoing recognition programs to reward hard work.
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