Aligning employee focus with organizational goals and objectives is more relevant today than ever before.  Historically, for most employers, workforce locations were fairly stable and predictable.  Employees worked with colleagues in office buildings and/or at job sites.  In recent years, telecommuting, distance and remote working gained popularity within many industry sectors. Unexpected global events in 2020 rocked the workplace paradigm.  Employees who drove to a central location to work and returned home at the end of the business day now have a new ‘normal’.

Now, if and when possible, employees who can, work remotely to preserve their health and the health of their coworkers.  How long with this new normal last?  No one knows for sure, however, studies conducted on employer and workplace trends long before 2020 showed a steady growth in a remote workforce.

As more offices shift to a remote workforce, it can be challenging to ensure employee productivity without a physical presence in the traditional workspace.  Studies show that in most cases, working from home results in increased employee productivity, but to make sure that your team is staying productive and working together, consider setting goals that align with the remote mentality.

If you are the one who manages employee performance goals and appraisals for your organization, then you know the importance of having your teams on the same page. Setting employee performance goals that align with corporate goals provides and fosters company culture, which is important to a remote workforce. In other words, set goals that make sense for your employees that also make sense for the company in the short and long term.  It also provides guidance ensuring that tasks are prioritized without onsite or in-office micromanaging to create positive outcomes.

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When you provide clear, easy-to-follow goals, your teams know what is expected of them. Identify the needs of your employees. Leadership, communication, teamwork, administrative skills and task planning are areas where performance goals can be established.

Effective communication is key. When managers and employees are not on the same page, it is incredibly difficult to succeed as a team. Before setting individual performance goals, be sure employees are aware of the long-term, ‘big picture’ organizational goals first. Communicate sufficiently so employees understand and know their work product and contributions matter.  Meet with each employee to discuss what is expected of them, and what their desired outcomes may look like. Whether your employees are in the office or working remotely, check in with them regularly. This is more critical for those who you do not see face-to-face. The recommendation is to schedule a one-on-one meeting once a week in addition to regular team and project meetings. These discussions should include professional development and perhaps personal goals as well. Establishing employee performance goals ensures that all employees are operating at an optimum level, both professionally and personally. Each employee should understand how their performance fits into the big picture.

Goals and objectives should be specific. Employees need to have a full understanding of the performance milestones established. This will leave no room for confusion.

Goals and objectives should be measurable. If you don’t establish a set of metrics you want to achieve, how will you and your team know that the goal was completed?

Goals and objectives should be achievable. While you want to challenge employees, you don’t want to discourage them by setting goals that may not be attainable. This is why two-way communication is vital: employee feedback and interaction is significant to the goal-setting process. Monitor progress to ensure employees are on the right track, understanding that goals and objectives sometimes need to be adjusted.

Employee performance goals should have deadlines. Performance timelines ensure accountability and provide a sense of urgency.  It is impossible to effectively manage employee performance without expectations for completion. Be sure deadlines are specific and realistic.

Managing, tracking, and reporting employee performance can be a daunting task. LightWork Performance Management provides approaches designed to effectively facilitate performance, engage employees and cultivate positive organizational cultures.  Professional and positive wording is key when establishing these goals. If you are experiencing writers’ block, LightWork® Software’s Performance Management solution can be a resource to you. With hundreds of prewritten phrases available, it is easier than ever to establish goals and objectives, and frame appraisals in a positive light.  A performance management solution like LightWork® Software is a great tool to ensure corporate goals and employee objectives are established, tracked, and achieved. For more information about LightWork Performance Management, visit www.lightworksoftware.com.