Episode D3.007 Position is Linked to Business Goals and Objectives

IBGR - RESULTS Radio Network. Everything a business owner needs to start, grow, or exit a business. Come grow with us.

​Introduction
Linking employee position with business goals will provide employees a clear picture of individual value, which will also show how efforts assist with achieving company objectives. Employee engagement is enhanced with this added value and provides increased company worth. Operational objectives are known as tactical objectives and are short-term goals with a focus to achieve long-term goals for organizations. A deep dive into linking position to business goals and objectives is the focus.
Now, let us TeamUP and watch how your business will THRIVE!

Show Objectives
The focus this week is to ensure business owners are aware of the reasons and criticality of writing position descriptions that align with business goals and objectives. A discussion explaining ways to ensure business goals and objectives are written SMART will also be conducted. How can you THRIVE in linking positions with business goals and objectives? Confidence is enhanced, service will increase, contributions will elevate, SMART and strategic goals will be set, performance with more energy will take place, and leaders will capitalize on opportunities.

Key Issues

1. Employee position descriptions are not always written to a certain standard or effective to meet company goals.
2. Goals are not written in the SMART format.
3. Goals and objectives are not tied directly to the need statement.
4. Relevant groups and individuals are not included in the target population.
5. The objection creation process is rushed.
6. Objectives are not measured for the projected changes.

What You Need to Know
 

1. When position descriptions are written to meet business goals and objectives, employees know what to expect and owners have a return on investment (ROI).
2. Aligning employee performance with business goals and objectives will assist with increasing operating margins, faster company strategy execution, and reduced employee turnover.
3. Goals must be specific, measurable, attainable, relevant, and time bound.
4. A need statement will assist with projecting requirements.
5. You must know your target population to ensure appropriate groups and individuals are included.
6. The process for creating objectives and goals will take time and should not be rushed.
7. Objectives that cannot be measured should be altered, replaced, or removed.

What You Need to Do

1. Create a checklist for creating position descriptions and audits annually.
2. Ensure goals are SMART prior to aligning with the employee position.  
3. Create a need statement to ensure adequate focus on requirements.
4. Schedule adequate time to develop and align goals and objectives.
5. Budget for the projected measurement of objectives.
6. Establish a goal-setting process that is effective and efficient.
7. Establish cascading goals to boost employee cooperation throughout the company.
8. Tie performance reviews with business goal performance to accelerate improvements.

TeamUP & THRIVE practices the team concept using the THRIVE model. The THRIVE model teaches business owners and leaders how to view business with the “heartfelt mindset”, which is deeper than the fixed and growth mindset. To thrive from the heart requires Thought, Heart feeling, Relationships, Intention, Vitality, and Enrichment. Heartfelt mindsets are actively engaged and involved in contribution and focused on internal and external THRIVING.

Shows
Previous: Episode D3.006 Share Expectations of Work Standards
Next: Episode D3.008 Individual Dashboards Provide Information on Performance

Written by Dr. Tracie Hines Lashley
CEO, THE Leaders Innovative Growth Solutions LLC
WEBSITE: https://theligsllc.com
EMAIL: growme@theligsllc.com
eBOOKS: https://aceirt.co/ligsbooks
TeamUP RADIO: https://aceirt.co/TeamUPradio
IBGR PODCAST: https://aceirt.co/TeamUPpodcast

​