Goal setting programs

A program for managers, focusing on the importance of setting goals at the unit level and emphasizing the responsibility of senior managers in monitoring and communicating these goals.

Objective

To promote managers' understanding of their role and responsibility in setting goals in their units to strengthen the connection between goal achievement and variable compensation payments in the company, thus contributing to the overall performance of the company.

Working method

Active and engaging form of work. The theoretical part is supplemented with examples and practical tasks, individual and group work, discussions, and situation analysis.

Target audience

Senior and middle-level managers.

Program

Option for senior managers

A program for senior managers, focusing on the importance of setting goals at the unit level and emphasizing the responsibility of senior managers in monitoring and communicating these goals.

Option for middle managers

The training program for middle managers is divided into two 3.5-hour sessions, including homework between training sessions, to address the main problem – avoidance of quarterly goal setting and the lack of a clear link between goal achievement and variable compensation.

SESSION 1 – The meaning and basics of goals

Introduction

• Discussion: What are the main challenges in goal setting?

• A brief overview of how goal setting affects both individual and team performance.

1. The meaning of goals and their impact on employee motivation

• The role of goals in corporate strategy: How goal setting is related to the organization’s overall strategic goals and business growth.

• The relationship of goals to employee motivation:

  • Self-determination and sense of belonging: How clearly defined and well-communicated goals promote employee self-determination and a sense of belonging to the organization.

  • Sense of Competence: How realistic and achievable goals allow employees to feel competent in their work, improving their self-esteem.

  • The connection between reward and recognition: How employees are motivated when they clearly see the connection between their goals, the work they do, and the rewards (both financial and non-financial).

• The impact of goals on work performance: A discussion of how not setting goals can create confusion and reduce motivation because employees do not see the connection between their work and the reward.

2. Using OKRs and KPIs

• OKRs (Objectives and Key Results): How results-oriented OKRs can improve employee motivation by involving them in setting and fulfilling the company's overall goals.

• KPIs (Key Performance Indicators): How the selected KPIs help monitor both team and individual performance and maintain employee motivation, ensuring transparency and clear accountability.

• Practical exercise: Each manager creates one OKR and identifies the most important KPIs for their team, emphasizing their impact on motivation.

3. SMART Goal Setting Method

• A detailed overview of SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound).

• Practical Impact on Motivation: How Specific and Measurable Goals Help Employees Clearly Understand Their Responsibilities and Expectations, Which in Turn Promotes Motivation and Engagement.

• Practical Exercise: Each Manager Creates One SMART Goal in the Context of Their Team.

4. Goal Communication and Linkage to Variable Compensation

• How to Communicate Goals: Best Practices for Goal Communication to Promote Employee Understanding and Motivation.

• Linkage Between Goal Achievement and Variable Compensation: How to Explain to Team Members That Their Individual and Team Performance Directly Affects Variable Compensation.

• Discussion: Common Mistakes in Goal Communication and Their Impact on Employee Motivation.

SESSION 2 – Goal Implementation, Monitoring and Measurement

• Introduction

• Exchange of Feedback and Experiences on Homework;

• Summary of the main points of the first session on the relationship between goals and motivation.

1. Monitoring, adjusting goals and their impact on motivation

• How to track progress on goals and provide feedback to maintain high employee motivation.

• Adjusting goals: How to review and adjust goals when necessary to keep them motivating and engaging for employees.

• OKR and KPI monitoring: How to use KPIs to objectively assess goal achievement and provide motivating feedback to the team.

2. Employee involvement in goal setting

• How to engage employees: An in-depth discussion on how involving employees in goal setting promotes their sense of responsibility and motivation.

• Motivating goals: How to create goals that are challenging but achievable to maintain employee interest and commitment.

• Practical exercise: Each manager creates a plan on how they will involve their team in goal development and use KPIs to maintain motivation.

3. Achieving Goals and Maintaining Motivation

• How to Motivate After Goal Achievement: How to Evaluate and Celebrate Goal Achievement to Strengthen Employee Motivation and Understanding of the variable part of Remuneration.

• Situation analysis: How to act in cases where goals are not achieved, and how to link this to motivation and remuneration.

• Practical task: Plan how the manager will discuss with employees the results of goal achievement and their impact on the variable part of remuneration, based on the results of KPIs.