How to support employee objective setting and why you should do it

While more organizations start to implement a Distributed Talent Management strategy, the goal of HR becomes to enable individuals in their work and make them accountable for their own career.

How to support employee objective setting and why you should do it

This trend is in line with the fact that employees increasingly want to obtain expertise that will contribute to their professional growth path. And therefore, the need of your employee to be supported with the tools that enable them to perform and grow at their own speed increases.  

Working with good (personal) objectives throughout the whole organization is an essential element in order to succeed at this. Luckily, we’ve noticed that at most of our clients, team leaders ask their team members to set objectives at least once a year or every six months 

However, setting new objectives isn’t always easy. Do they have to be smart? Do they need to have key results? Along the way, we’ve noticed that most people find it hard to define their objectives. Consequently, many employees get stuck with objectives that are not relevant to their role or company values, that are too vague or are unrealistic. Some employees find creating good objectives too challenging so they avoid making them in the first place. This will result in employees and teams working in nonuniformed ways without having a clear path laid out for them.  

For the ones that are new to working with OKR’s, let’s start with describing the difference between an objective and a key result. 

  • Objective: An objective discusses what you want to achieve.  
  • Key result: A key result discusses how you will reach an objective. A key result is measurable and often contains a specific metric.  

Having well thought out and clearly defined objectives is essential for HR, managers and employees to keep track of performance and personal growth

 

OKRs also help the employee to focus on the right tasks and increases the motivation to complete them. A well formulated objective should describe what an employee wants to achieve in a clear and concise way.  

How can you support employees to set-up good objectives?  


Our clients found that it’s particularly helpful to suggest objectives that are relevant to an individual the moment they want to create one. This means that employees won’t have to create their personal objectives from scratch, but that HR can create a predefined catalogue with objectives that are well formulated and genuinely contribute to what the business needs at that time.

Employees will no longer have to waste time trying to write their own objectives from scratch, but can now use the catalogue as an example and build every new objective from there. This will result in employees and teams working in uniformed ways while having a clear path laid out for them. Suggesting predefined objectives will enable your employees in their day-to-day job and help them grow in the right direction.   

 

 

To help you get started, we’ve already set up a catalogue with +100 OKR examples. When an employee wants to add a new objective, they will be able to choose from the already predefined objectives in the catalogue600pxBoekje

Download 100+ OKR examples

Do you want to find out how we further support our clients implementing this practise? Contact your success manager or talent.enablement@unit4.com