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How To Set Good Goals For 2015

Establishing regular goals and milestones is an excellent way to bolster team-oriented productivity in the workplace. Not only does a clear goal give your employees a common focal point on a day-to-day basis, but incentives can even be used to reward your most productive and successful employees. However, not all goals are as productive as others, and some can be downright distracting when it comes to workplace efficiency. Because of this, employers need to take care in order to make sure they are setting good, positive and straightforward goals for their employees to pursue.

How to Set Good Goals

In order for a goal to be effective, it must consist of a number of caveats. For starters, your goal must be in direct alignment with the mission statement and ultimate objective of your business. The goal, including any milestones or performance indicators, must also be communicated in a manner that is clear, straightforward and concise. This avoids any possible confusion and guarantees that your entire workforce is operating on the same page and toward the same end-goal.

Good goals are also measurable. Not only should individual and team-based performance be measured against proven performance metrics, but specific timelines should be maintained and enforced in support of any established goals. Finally, you’ll want to make sure that your goals provide a challenge to your employees while still being attainable. There’s nothing worse than a goal that is set to high, and it may even be counterintuitive in the long run.


Goals regarding productivity are some of the simplest goals you can set for your workforce. Aiming for a specific production rate, even something like 10% over the previous year’s numbers, may be enough motivation for your team. Other teams, especially high-performing or specialized team, may even be able to pursue greater productivity increases.

Tracking Goals

Whatever goal you decide to establish, make sure you communicate the specifics and caveats associated with that goal. Moreover, make sure to record and track your employees’ progress toward completing the goal. Without any clear way to disseminate progress, employees are more likely to forget about any goals.


Establishing incentives, whether at certain milestones or upon the completion of the entire goal, is a great way to provide motivation and ensure your employees remain on track. Incentives can come through a variety of forms. Small paycheck bonuses are nice, but additional time off or even a paid vacation can really go a long way in making sure your employees are dedicated to achieving the goal in question.

Identify Needs

Identifying the exact needs of your workforce is critical to ensuring the ongoing success of your enterprise, and setting clear-cut goals is a great way to realize such needs. Additional training can be offered to those who are struggling to reach established goals, and you might even find that top-performing employees are able to work with a lesser amount of direct supervision than before. Moreover, setting clear-cut goals can help to identify any bottlenecks in your workforce, which can be used for later decisions in hiring, promotion or even termination.

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