[et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”3.19.3″ custom_padding=”0px||”][et_pb_row admin_label=”row” _builder_version=”3.0.48″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][et_pb_text admin_label=”Text” _builder_version=”3.0.74″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”]New Year’s resolutions are tradition, it is officially the time where a person resolves to change an undesired trait or behavior, to accomplish a personal goal or otherwise improve their life. The first week of January means millions are flooding the gyms with their new resolutions in mind, and it’s important to remember you can apply this to your company or business.
To make sure these resolutions come to fruition, follow these guidelines.
Tony Robbins, American author, entrepreneur, philanthropist, and business strategist, says before you set your goals,
Identify your goals: What do you want? Something almost magical happens when you take generalized desires and start defining them more precisely through goal setting.
Identify your purpose: Why do you want to achieve this goal? What will it bring you? If you know what you’re moving towards, you’ll find ways to make it happen. Remember: reasons come first, then the answers.
It’s important to remember to keep your goals SMART.
Specific: The more specific a goal is, the better your employee’s chances of success are. It’s a lot easier to make an action plan for, “increase traffic to online store by 30 percent over the next three months,” than “improve web traffic.”
Measurable: Breaking your employee’s goals down into smaller, measurable elements helps them to stay on track. Consider these their goal “milestones” to hit throughout the process (more on that later).
Attainable: Asking whether a goal is even possible is crucial to the process. It’s fine for employees to be thinking big, but working toward an unattainable goal is going to waste time or resources. It can become problematic.
Relevant: This component is especially important when linking employee goals to that of the department – and of the company as a whole (again, more on that later).
Time: Every goal needs to have a deadline. These can be linked to review cycles or another schedule, but they should have a specific time frame in mind.
Every company has different challenges. You can’t move forward without acknowledging the challenges you faced in the past. Meet with employees and discuss where the problems lie. While many people think of their annual review at work as nothing more than a time to be told what they did or didn’t do well over the past year at work, annual reviews are a great time to focus on your employee’s needs. Ensure that their personal goals align with company goals. This will help you all succeed in the new year.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]