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Leverage Agile Goal Setting for Improved Employee Engagement & Performance
Dodge the micromanaging foul, and score with agile short-term goal setting.
More Details
Your Challenge
- Managers are responsible for driving the best performance out of their staff while still developing individuals professionally.
- Micromanaging tasks is an ineffective, inefficient way to get things done and keep employees engaged at the same time.
- Both managers and employees view goal setting as a cumbersome process that never materializes in day-to-day work.
- Without a consistent and agile goal-setting environment that pervades every day, managers risk low productivity and disengaged employees.
Our Advice
Critical Insight- Effective performance management occurs throughout the year, on a daily and weekly basis, not just at annual performance review time. Managers must embrace this reality and get into the habit of setting agile short-term goals to drive productivity.
- Employee empowerment is one of the most significant contributors to employee engagement, which is a proven performance driver. Short-term goal setting, which is ultimately employee-owned, develops and nurtures a strong sense of employee empowerment.
- Micromanaging employee tasks will get managers nowhere quickly. Putting in the effort to collaboratively define goals that benefit both the organization and the employee will pay off in the long run.
- Goal setting should not be a cumbersome activity, but an agile, rolling habit that ensures employees are focused, supported, and given appropriate feedback to continue to drive performance.
- Managers who have daily meetings to set goals are 17% more successful in terms of employee performance than managers who set goals annually.
- Managers must be good agile, goal-setting role models, or risk over a third of their staff being confused about productivity expectations.
- Managers that allow tracking of goals to be an inhibitor to goal setting are most likely to have a negative effect on employee performance success. In fact, tracking goals should not be a priority in the short-term.
Get to Action
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Learn the agile, short-term goal-setting process.
Implement agile goal setting with your team right away and drive performance.
Related Solution Sets
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Solution Road Map
Other Solution Sets in Coaching and Development
1. Onboard New Hires for Ramp-up & Retention
Commit to onboarding to drive performance and reduce turnover.
Commit to onboarding to drive performance and reduce turnover.
2. Leverage Agile Goal Setting for Improved Employee Engagement & Performance
Dodge the micromanaging foul, and score with agile short-term goal setting.
Dodge the micromanaging foul, and score with agile short-term goal setting.
4. Train Managers to Effectively Communicate at Every Touch Point to Improve Performance
Communicate to accelerate: improve daily communications to improve performance.
Communicate to accelerate: improve daily communications to improve performance.
5. Optimize the Performance of A, B, and C Players
Drive better performance with effective management techniques for every Player on your team.
Drive better performance with effective management techniques for every Player on your team.
6. Implement Performance Improvement Plans
Get employee performance on track before it rides off the rails.
Get employee performance on track before it rides off the rails.
7. Identify, Develop, and Engage High Potential Employees
Help your top employees shine their light throughout the organization.
Help your top employees shine their light throughout the organization.
10. Engage Employees with Career Development & Succession Planning
Get the skills you need. Keep the staff you want.
Get the skills you need. Keep the staff you want.