Setting business target is the seventh action on our list of 10 essential steps to organising your business.
On the surface, target setting appears to be direct. You chose the KFA and KRA based on past performance and future goals. It is now time to distribute the figures to employees and communicate with them. This is only 10% of what is required. Your leadership abilities account for the remaining 90%. That is, how you make your team own these goals.
How do you go about doing this?
Employees in most of the organizations know ‘What’ they and their company is to do. Some companies made their employees understood ‘How’ they have to do. But only few organizations convinced their employees on ‘Why’ they are doing.
Most realistic examples to relate this ‘Why’ factor are an army operation and a sports team. Every member of the team, even the public know why they are doing, it is to win.
Once the ‘Why’ factor is clear, then what, who, where, when and how will fall in place.
People who believe your dream and vision will follow you
Freedom movement of nations work on this. People will shed their sweat and blood for you.
While setting your target, communicate your people that, why we are doing this. Let me list few cases down,
Pharma company with a vision to produce drugs with unmatched quality
Equipment manufactures to develop highly durable products with nil failure rate.
Restaurant to sell healthy, hygienic and delicious food
Once the vision is understood, everyone will work towards the goal. They recognise that target is the first step towards realising their goal and their vision. To do this, executives must discuss past performance and future business objectives with their team. Then go over the goals established for the team members. This is your chance to demonstrate to your staff the value of each individual and their contribution to the business.
Note: Employees who stay back with a company for long are those who believe in you and your vision. Remuneration cannot hold a person for long.
