Goal setting management is vital for the performance success of both your business and your employees. As we have spoken about before, setting goals helps to improve the focus and motivation of your team. When these goals are clearly mapped out, it is easy for leaders and HR professionals to continue optimizing company objectives and employee objectives.
Yet, how do you know if your performance management process is fully optimized? While having set company objectives is imperative, aligning employee competencies to these objectives is even more so. Without doing this, your goal management may not be optimal.
Many leaders often don’t prioritize aligning company objectives effectively with employees. The competencies of our employees play a big part in how performance success takes place. Choosing which employees are best suited or need improvement for accomplishing company objectives not only drives success but also employee happiness.
So, how do you do this? That is where a personal employee development plan comes into play.
An employee development plan is a personal guide for your employees that will help to keep track of their competencies in alignment with their job-specific objectives. These development plans need to be well-thought out and provide your employee with a clear direction on how to improve their skills.
Employee development plans work well with goal setting management efforts. This is because they highlight training and development opportunities. Many company leaders and HR professionals are beginning to incorporate these plans as part of performance management.
It is important that these personal development plans are not created for an employee off the cuff. Rather, make an effort to get to know your employee’s career aspirations. Sitting down with them and getting a sense of where their readiness lies in terms of career advancement will aid you in deciding which skills this employee needs to develop.
Improving employee competencies is vital for driving organizational success and boosting employee engagement. Studies found that employees rank the opportunity to learn new skills among the top five drivers of attraction and retention. That is why it is always important to keep competencies and skills front of mind during goal setting management.
Having a personal development plan for your employees is one thing but executing on it is another. Once you have identified the skills areas that employees need to work on, it is essential that you plan an effective training plan.
Learning and development opportunities give your employees the chance to improve the competencies they need for career progression. Leaders who give the ability for employees to development are sure to notice an improvement in engagement levels.
However, it is important to ensure that your employees understand why they are being asked to complete this training. Provide them with clear objectives and expectations as to what you expect them to achieve from this learning opportunity. Also, make it clear to them how competency development will benefit the business overall.
HR professionals role in goal setting management is pivotal to driving employee achievement and performance success.
It is your responsibility to collaborate effectively with company leaders and employees to make sure that the goals set will not only reach company objectives but also promote employee development. Doing so, will give leaders and employees alike a clearer focus as to the direction they are headed.
Regardless of whether you are working in a small company or large organization, it is necessary to have the right tools to help you during the management of goal setting. Sprigg’s online performance management software allows you to create employee goals, measure the progression of an individual’s skills and build out personal employee development plans. All in one simple and easy to use tool.
Interested in trying it out for yourself? Get in touch with us today and request a free demo!