Read Review On Goal Setting and Cascading Goals Throughout the society

This time of year normally brings out those resolutions...both personal resolutions and enterprise goals. Regardless of what the goal is, here are some tips to help with your goal setting:

Before you define goal...be sure it meets the Smart criteria:

- Specific: A specific goal has a much greater chance of being complete than a normal goal. To set a specific goal you must sass the six "W" questions:

Who: Who is involved? What: What do I want to accomplish? Where: identify a location. When: compose a time frame. Which: identify requirements and constraints. Why: specific reasons, purpose or benefits of accomplishing the goal. - Measurable: compose concrete criteria for measuring improve toward the attainment of each goal you set. Ask questions such as......How much? How many? How will I know when it is accomplished?

- Attainable: Is the goal able to be reached? It should be a stretch to reach the goal, but not so much so that it's out of reach.

- Realistic: What it takes to do to accomplish the goal should be within the availability of resources, knowledge and time

- Timely: The goals should have a clearly defined time-frame together with a target completion date.

Using the Smart criteria above, the enterprise should rule 3-5 goals that are tied to success measures of the company. Oftentimes they are financial, enterprise development, process improvement or buyer satisfaction measures.

Once the enterprise Goals are determined, they should be communicated throughout the enterprise and translated to departmental goals. Those departmental goals then come to be the framework that shape each employee's personel goals. Hence the goals are cascaded as enterprise Goals down to Departmental Goals down to personel Goals. These personel goals can play an prominent role in performance management, work improvement and employee rewards.

Some other helpful tips:

- Use a company-wide venue (all enterprise meeting, webcast, e-mail, etc.) to share the goals. This will ensure that all employees hear the same consistent message.

- relate the company's goals at the starting of the fiscal year and encourage managers to improvement branch goals that can be cascaded down to the employee level.

- Setting goals at the branch and employee level ensures that the day-to-day work employee's accomplish is tied to the comprehensive success of the company.

- associate the goals to the performance supervision Process, whereby you can collate an employee's attainment vs. Their goals on a quarterly, semi-annual, or each year basis.

- Check-in on the goals a few times throughout the year. It doesn't have to be a formal process...just a quick conversation to relate the goals to make sure they still make sense. As enterprise and enterprise conditions change, be sure to relate the goals to make any adjustments accordingly.