1. &
WEBINAR
“Know what you are shooting at” – Why Employee Goals Management is Critical?
WINNER of Microsoft Code For
Honor 2014 Large Enterprise Software
Best Human Capital / Talent
Management Solution

2. House Keeping Instructions
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House Keeping Instructions
House Keeping Instructions
panel.
All phones are set to mute. If you have any questions, please type them in the chat window located beside the presentation panel.
We have already received several questions from the registrants, which will be answered by the speakers during Q&A session.
We will continue to collect more questions during the session as we receive and will try to answer them during today's session.
In case if you do not receive answers to your questions today, you will certainly receive answers via shortly.
Thank you for your participation and enjoy the session.
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3. will make life easier for everyone will make life easier for everyone
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Speaker Profile
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Bindu Muralidharan
Senior Consultant & Strategic
HR Specialist
will make life easier for everyone
Vishnu Elango
Talent Management
Consultant
will make life easier for everyone
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4. Top 4 Learning From This Webinar
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The Agenda
Top 4 Learning From This Webinar
panel.
4 best practices to manage goals
How to set SMART goals for your employees
How to align employees to organization's goals
Strategy to implement/achieve goals
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5. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Poll 1:
How many of you follow a structured employee goals management process in your organization?
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I have already established the process
I am in the process of implementing one
I am yet to start on the goals management process
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6. A Goal is something that you are trying to do or achieve
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What is a Goal ?
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A Goal is something that you are trying to do or achieve
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7. Goals fall into two categories:
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Goals
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Goals fall into two categories:
panel.
Strategic (long-term goal) – usually for a quarter, a year or longer
Operational (short-term goal) – a few days or months
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8. If You Can't Measure It, You Can't Manage
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Goals Management
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If You Can't Measure It, You Can't Manage
It! – Peter Drucker
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9. Goals Management What do we know about effective goals management?
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Goals Management
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What do we know about effective goals management?
For starters, it’s one of the key components of high-impact performance management in organizations.
Organizations that adopt goal management best-practices simply perform better.
This is because their employees know what’s expected of them, are working on the right projects, are aligned in helping to achieve organizational goals, and are more engaged as a result.
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10. Why Goal Setting? panel. Helps focus on what is important
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Why Goal Setting?
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panel.
Helps focus on what is important
Clarifies roles/job expectations, provides direction
Reinforces the link with business strategy
Sets the stage for clear dialogue
Basis for performance evaluation
Represents desirable outcomes
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11. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Poll 2:
Do you think that employees who identify their goals in advance have a better chance to achieve it?
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Yes No
Maybe
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12. How to set Goals? 2. Start with the big picture
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How to set Goals?
1.Get your team involved !
2. Start with the big picture
Brainstorm
Establish Dialogue
3. Do not “tell” or “sell”; let the goals and targets evolve
4. Agree on metrics – Define metrics
5. Align, Align, Align !
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13. Goal-setting Framework
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Goal-setting Framework
Organization’s Value Framework
Vision and Mission
Strategic Goals
Department Goals
Team-level Objectives
Individual Performance Measures & Competencies
Aligning Organization’s performance management philosophy with the values, vision and strategic objectives
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Aligning business unit, team-level, and individual goals with the organization’s strategic objectives
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14. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Creating SMART Goals S
SPECIFIC: State exactly what you want to accomplish (Who, What, Where, Why)
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MEASURABLE: How will you evaluate the extent to which the goal has been met? A
ACHIEVABLE: Set challenging goals within your ability to achieve the outcome. R
RELEVANT: How does the goal match with your key responsibilities? How is it aligned to objectives? T
TIME BOUND: Set target dates. Also include deadlines, dates and frequency.
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15. Goal 1: “I need to lose weight”
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Is this Goal SMART?
Goal 1: “I need to lose weight”
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Specific No
Measurable
Not at all !
Achievable
Who knows?
Relevant
May be!
Time bound
Surely not!
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16. Goal 2: “To improve my health, I will lose 4 kgs by July 22, 2016”
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Is this Goal SMART?
Goal 2: “To improve my health, I will lose 4 kgs by July 22, 2016”
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Specific
Yes (lose 4 kgs)
Measurable
Yes (compare weight before
& after)
Achievable
Yes (about 1 kg a week)
Relevant
Yes (lose weight to improve
health)
Time bound
Yes (by July 22, 2016)
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17. Each goal will have a definitive start and an end
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Goals / KRAs
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An objective or a desired result expected to be achieved by an employee.
Each goal will have a definitive start and an end
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Goals need to be set based on SMART principles
Should reflect the roles and responsibilities of the employee in his/her current role
Typically goals for any role
Goals will be assigned to an employee by their immediate reporting manager
Each goal should be assigned a weightage
Total weightage of all goals for an individual will be 100%
Finalized between the employee and his/her manager
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18. Best Practices for Effectively Managing Goals:
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Best Practices for Effectively Managing Goals:
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Make all goals SMART.
Set organizational goals, then align individual employee goals with organizational goals.
Have leaders regularly communicate the status of high-level goals to the organization.
Regularly review, revise and
update all goals.
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19. Goal Setting Obstacles
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Goal Setting Obstacles
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Resources
Timelines
Changing environment
Past experiences
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20. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Poll 3:
Do you think individual goals achieved by your employees will contribute to the overall growth of the organization?
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Yes No
Maybe
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21. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Goals Implementation
Reflect regularly on how you’re doing on your goals
Establish a basis for tracking team goals
Communicate the status to all stakeholders
Keep team informed of goal revisions of team members
Be accountable for ALL your results:
What’s working
What’s not
Revise goals as needed
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22. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Poll 4:
Is it important to implement a tracking/review mechanism once an employee is assigned with goals?
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Yes No
Maybe
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23. It is quite easy with Synergita...
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Employee Goal Setting Is Critical – Now how easy is it to set the right goals for your employees?
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It is quite easy with Synergita...
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24. Highlights of Goals Management
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Highlights of Goals Management
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panel.
Set SMART goals – as soon as the employee joins in
Update and track goals for each employee easily
Organization and department level goals dashboard
Analysis of goals through statistical reports
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25. Add Goals Easily to Your List
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Add Goals Easily to Your List
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26. Define & Access “My Goals”
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Define & Access “My Goals”
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27. Team’s progress on the Goals – Insights for the Manager
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Team’s progress on the Goals – Insights for the Manager
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28. Goals & Competency Library
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Goals & Competency Library
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29. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
9 Box Analysis
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30. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
SWOT Analysis
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31. ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Any Questions?
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32. THANK YOU! www.synergita.com info@synergita.com
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THANK YOU!
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