As individuals start setting goals, what can managers do to set expectations for success? Are we simply assuming our employees will take steps to be successful and do we and they even understand what that means?
Many of us set our own wish list of accomplishments each year, but what is our role as manager in helping staff do the same? Do you go through a SWOT analysis (strengths, weaknesses, opportunities, threats) with your staff for the company? For your team as individuals? And, if so, do you simply fill out the paperwork and file it away or does it become a “living” document that you and they refer to in order to gauge progress?
Time flies by. We have so much to bombard us with daily that we simply can’t get to everything. If we’re not purposeful in our actions, we won’t achieve our goals; time will simply pass by.
We have an opportunity as managers to help our company, ourselves and our staff by setting priorities and action plans to make them happen. By setting expectations for success, we can help our staff move beyond their current situation, allowing for learning and growth. Success does not always mean a promotion or change of jobs; it can also mean creating opportunities to learn new things and help skills evolve.
Use this time to set an expectation of forward movement with your staff. Have each set a goal within their position that adds value to themselves, the company, and their role.
We need to constantly model and encourage learning and growth.
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