Creating the right goal is crucial in all performance focused organizations. When done correctly, a goal oriented approach creates higher awareness and motivation by itself, on all levels. Creating goals is easy, and failure is usually a result of unrealistic and complicated goals which has the opposite effect.

Usually, companies have an existing goal, but it is very rare that the employees actually know what it means, and yet less they work purposefully based on that goal. You have probably heard how the management at the beginning of the year more than happy to tell you what goals you have, but an hour later, most people have forgotten it and that’s really sad, since the right goal will improve your results in it self.

A goal should always be based on the overall goal and usually we need to adapt it for each department and/or function. It is usually said that the right goal improve your revenue by at least 10%.

Whether there is a goal or not at your workplace, it is your job to ensure that you formulate and divide it as required for your particular department or for you personally and especially important doing so before you start plan your annual strategy.

When formulating goals, I keep as short as possible and I create goals that are relevant to the specific activity in your department. Whether it is based on an existing goal or creating a new goal, the workflow is similar. The same applies regardless of the type of organization you work in, if your aim is to improve your performance.

Seven basic points when you create a goal