The Blind Leading the Blind: Setting Goals
Today’s businesses are doing something wrong. Very wrong. Companies constantly and continuously set goals for themselves. These same companies, however, do not communicate these goals effectively. In fact, this is done in such an ineffective manner that two-thirds of senior managers can’t clearly identify their firms top three priorities. This issue then cascades down the organization with only 30% of senior executive’s direct reports clearly understand the connections between corporate priorities. Further down the line of these organizations, 55% of middle managers are not able to name even one of their companies top five priorities. These factors can cause dire consequences for an organization as employees are more likely to be working towards objectives that don’t necessarily benefit anybody. This is thought is supported by 40% of managers which say that the failure to align is the greatest challenge in executing their company’s strategy. Question is, how can they align their strategy when so many are not aware of what it is in the first place? Some may ask, how is this possible when 90% of middle managers believe that top leaders communicate the strategy frequently enough? The answer? Continuous, quality, goal setting conversations.
Beaconforce helps managers from the top to the bottom know exactly when to clarify and exactly which employees need a better, clearer, explanation of their goals. One of the metrics Beaconforce tracks to give you a better picture of reality. Using Beaconforce you would be able to see when an employee needs a conversation about your expectations of them. Don’t worry if you don’t know how to approach the subject, Beaconforce helps by giving you advice on how to approach these individuals. What are the benefits of these conversations?
Not only will this help the 42% of tech workers that say that unclear goals stress them out the most, but it will also drive up engagement, significantly. Only 30% of employees strongly agree that their manager involves them in setting their goals at work. The result? These individuals are 3.6 times more likely to be engaged than others. Moreover, 13% of employees strongly agree that their manager helps them set performance goals, which leads to 69% of them to be engaged, compared to the national average of 30%. Furthermore, only 12% of employees strongly agree that their manager helps them set work priorities, which causes 66% of them to be engaged. These factors create a myriad of other benefits for an organization. Engaged employees cause 21% more profitability, 17% higher productivity, 10% better customer ratings, and 41% less absenteeism. Imagine managers knew when their employees need these conversations. Imagine you could tap into these amazing benefits. What you’re imagining is Beaconforce.
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Written by: Adam Fuchs, Communications Associate at Beaconforce