Setting Employee Development Goals and Your Company

April 5, 2016 7:58 pm

If you think that your employees are just doing their job so that they can get paid every end of the month, you are highly mistaken. Your employees are not working just to earn money for their living and personal expenses. They are trying to find themselves and give a contribution to the world by waking up and going to work every morning. Having a job helps in adding value and meaning to your employees’ existence. This is the reason why if you are a good manager you would be equally concerned about the things they care about. One of the more effective ways to do this is by setting employee development goals.


Scope of employee development goals

There are different kinds of employee development goals but each one are somehow related as they tend to build up until the highest goals has been reached.

  • Job Goals – these are goals made to make the employee’s job description more realistic and measurable.
  • Project Goals – these are goals made to ensure that the employee will smoothly and effectively carry out an assigned project from the start until the end.
  • Professional Development Goals – these are goals made to help the employee be better-rounded and learn more skills.
  • Performance Goals – these goals are geared toward ensuring that the employee will acquire behaviours that will help him to be more productive, effective, and efficient.

Steps in Goal Setting

Setting employee development goals require collaboration between the superior and the employee. It needs commitment from both parties. However, it is important for the superior to serve the role of mentor so that the entire process will not be merely about identifying targets but in ensuring that the employee will develop and be better in his field in the process of reaching his goals.

  • Discussion – during this period, the superior and employee with try to discuss what would be the appropriate goal or target for a given task, project, or program.
  • Goal Setting – at this time, the superior and employee already reached an agreement on the target goals. The goals should benefit the company first and foremost but at the same time should be achievable by the employee.
  • Review – after a certain period, there should be a review process to track down the employee’s progress. Is the employee underachieving or overachieving? Is there a need to make some reasonable adjustments on the target goals? These are just some of the issues that need to be addressed in this phase.
  • Intervention – if the employee is underachieving, the superior may recommend interventions like training and coaching to help the employee gain some ground in reaching his goals.

The information above clearly shows the value of setting employee development goals. At the end of the day it would be difficult (or almost impossible) to determine actual performance (growth) if you do not have any standard or set goal as basis. As your employee start reaching his goals you will realize that you are also letting the company grow.

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