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Instill Meaning & Value in Employee’s Goals: How HR can Help

by Julie Miles / May 11, 2022

A well-defined organizational value guarantees that all employees are working toward the same objectives. Your basic principles support the company’s goal and contribute to the company’s culture. As a result, these principles should influence every company’s decision. Your company’s values are its DNA, and they help you differentiate yourself from the competition. That is why you must consider them while making crucial business decisions.

In this article, we look at ways you can instill meaning and values in employees’ goals.

Ways Managers Can Help Employees Set Meaningful Goals

Here are ways managers can help employees set meaningful goals:

Show Employees How They Can Have An Impact

Employee goals should not be established from the executive level. Consider making goal-setting a collaborative effort to ensure employee and manager buy-in to employee objectives.

Managers have an excellent bird’s-eye view of their team’s and company’s goals which may help them define appropriate performance requirements for their workers. On the other hand, employees must be brought into the conversation and involved in the goal-setting process.

Employees who create goals are more likely to be involved in their work from the beginning and hold themselves accountable for the results.

Find Common Ground between Employee And Company Goals

No matter what goals you’ve helped each employee define, they should all relate to the company’s overall mission. According to Gallup research, increasing employees’ commitment to the business objective by just 10% may result in an 8.1 percent reduction in turnover and a 4.4 percent boost in earnings. You’re reminding and boosting employee internal motivation and engagement by tying objectives to the mission.

Consider New Possibilities

Use prior experiences to help employees think about what they may have done differently at work, and then set objectives to remedy those concerns. Ask employees, “What would you have done differently if you had the opportunity?” Assist employees in establishing goals that will encourage them to interact with colleagues from different areas. This will allow them to learn something new, raise their profile, and facilitate new relationships with the potential to enhance their careers.

Reward Employees Who Achieve Their Goals

It’s vital to reward employees who meet or surpass their targets. Not only does such a reward (bonus, award, or public acknowledgment at a staff meeting) praise the employee’s achievements, but it also shows that the organization values such dedication and hard work. It may even motivate the rest of the employees to strive hard toward their objectives. When such effort goes unappreciated, employees may reasonably believe there is no value in continuing to work so hard, and they may cut their output or even hunt for a new job.

Help Employees Achieve Their Goals

It is your obligation as a manager and team leader to assist your employees in achieving their professional goals and objectives since this will create an atmosphere in which they may reach their full potential. This, in turn, is beneficial to you. You should have a good grasp of what each team member wants to achieve in the immediate and long term. This will allow you to understand better how to inspire and support them.

Show Employees the Benefit of Reaching a Goal

 Ask employees to consider how achieving that goal will enhance their lives. For instance, individuals could gain confidence, acquire a new skill, or receive a bonus. Encourage your staff to consider the objective as the beginning of something new and better in their life rather than the end.

Goals should be adapted in Real-Time

Objectives should never be considered static but instead fluid and evolving. Setting goals at the beginning of the year and then overlooking them until the end of the year is a common error. Failure to reevaluate goals as situations change over the year can be discouraging. That’s not to say that goals should become moveable targets; instead, they should be changed as circumstances change.

Ways an Organization Can Activate Its Values 

The first step is to establish a set of values. Activating such principles is where businesses make a real difference. The following are some ways of how a company might put its values into action.

Communication and leadership modeling should be used to reinforce values

Leaders must model business values if they want employees to accept them. If employees hear leaders speak about the values and see them modeled in their actions, decisions, and behaviors, they are more likely to embrace them. Any new policy or program should be linked to the organization’s values to underline their importance and clarify how they are manifested via the organization’s actions and activities. 

By incorporating values into the recruiting and interviewing process, you can hire people who share your values.

Companies must have the right personnel to achieve their goal or mission. If an organization’s values are aligned with its purpose or aim, it may hire the finest people. Incorporating values-based interview questions into recruiting efforts aids companies in identifying and retaining the right people to carry out their mission or objective with zeal, passion, and efficiency.

Organizations that make their values apparent are more likely to attract candidates whose personal beliefs align with them. Employees that share the company’s values are more likely to be creative, motivated, and dedicated. Employees that aren’t aligned will be less engaged, committed, and productive.

Employees should be evaluated, incentivized, and recognized depending on how well they exemplify company principles.

By measuring employees against their values, companies may incentivize and reward them. Value-aligned behavior is rewarded as a form of positive reinforcement for employees and a demonstration of the organization’s commitment to its values.

Incorporate Values into the Workplace

There are several strategies for clearly weaving principles into the workplace to reaffirm the organization’s commitment. Consider displaying values on office walls, using them as computer screensavers, including them in slide presentation designs, and embedding them into the workspace. Provide access to an exercise facility, healthful foods, and standing or walking workstations if well-being is a goal. 

Conclusion

Even if you miss the goal, you may enhance the organization by incorporating values into goals. Every time the aim is addressed, the value should be emphasized. This serves to remind employees of their responsibilities and motivate those entrusted with achieving the goal. When businesses determine that reaching a goal must never come at the expense of their values, they are sending the message that principles always take precedence over outcomes. In most situations, companies that made this commitment also had exceptional results.

Platinum Group is a human capital management organization that can help you optimize processes to focus on running your company. Our team is established on a foundation of support, service, camaraderie, and cooperation that we share in-house and with our fantastic customers, regardless of which division you work with: Payroll/HR or Accounting. Contact us today to learn more.

 

Tags: Payroll & Human Resources HR Growth Mindset effective teams

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Julie Miles

Julie Miles

Julie’s passion is to act as a liaison between the Platinum team, their wonderful clients, and the community, striving to tell their stories and make connections.