Individual or team goal setting essentials

Individual goals and team goals are something that many companies must do every year or every six months, but most companies set goals in a very formalized manner, with little emphasis, no motivational effect, and just as a task to deal with leaders, etc. In the end what kind of goals can solve these shortcomings and really play the role of goals? The following are some personal views:
1. Personal goals or team goals must be focused. After completing the goals, you can ask the relevant person - what is your goal for the past six months, he can clearly and clearly state it.

2. Target needs Different targets need to be specified according to different levels. Goals are a means of motivating people to do things, so you have to tailor them to different levels of people. If they are all treated equally, on the one hand, it will lead to unfairness; on the other hand, high-level people cannot fail to exert their greatest value, and low-level people give up their goals because they are too high.

3. The assessment must be assessed according to the target, and then communicate the assessment results to the client through one-one way, telling him the good points and the areas that need to be improved. If the assessment is not based on the target, everyone will feel that the assessment is what the leader does, and it doesn't matter if the target is written well or not.

4. The goal requires some fine-tuning during the implementation process, and one-one review is required after each fine-tuning, telling the parties the reason for the adjustment. At the same time, tell the client about the completion of the original goal in the past time and what you expect from him. Only in this way can we continue to tap the potential of people.

The above are some of the elements of my own opinion, and the following are some personal suggestions for setting goals
A1. Refine the goal of the team, extract some common things and write them into a team goal, such as commuting and attendance rules, department regulations, svn submission and management requirements, test cases, test process requirements, customer communication requirements And so on, and the weight of each item needs to be clear (100% in total). In addition, the public part also needs to have some different levels of distinction, such as the bug omission rate of employees with a grade p (this may also be divided into severe level bugs, intermediate bugs, etc.). Once the public parts are distilled, a meeting can be held to share the description with everyone for approval (otherwise revise appropriately). After the final fix, these contents will not be reflected in the personal goals. Because too much content in personal goals will cause the client to ignore the key points, unable to exert his potential to make some breakthrough contributions, and it is easy to copy every year, which is meaningless. In addition, it must be emphasized that these things are common things, and you do not need to write personal goals, but if there is a violation, you need to deduct points accordingly.

A2. Real personal goals -- this part is different from person to person, and each time the target needs to be different, it doesn't need to be too many, only 1~3 items need to be tailored, that is, you really want this person to be this To reach the point in half a year requires both challenges and realistic achievability. And clearly set the kpi according to the smart principle. At the same time, this part is the key part, all tailoring is very important, try to use this person's strengths as much as possible, and there is no lack of improvement of their shortcomings - (100%)

A3. Leaders need to have a team member status record sheet, this Tables are used to record mistakes and contributions for each member's target period. Only after recording these events anytime, anywhere can you assess objectivity and fairness. At the same time, during the one-one review, you can tell the parties what has done well and what needs to be improved (communication is very important, it is necessary to weaken mistakes and make outstanding contributions to achieve the incentive effect)

C4. The one-one review during the achievement of the goal is very important. For example, if you have a semi-annual review (the semi-annual goal, the target time is too long to be realistic), then at least you should do one-one every 2 months and tell him Completion of goals over time. If the individual is progressing rapidly, the goal needs to be raised to stimulate greater potential. If the completion of the goal is poor, it is necessary to communicate the reasons in detail with the time to find out whether it is because of personal status? Or is there something wrong with the project? Or is the goal setting not reasonable enough? Then as a leader, you need to guide the client on how to solve his own problems, refer to ideas, improve plans, etc. (Of course, you can stimulate the client's thinking, give him some clues as much as possible, and then let him think and solve by himself.)

In addition, the individual The ranking of the importance of the goals is A2>A1>A3. It is recommended that A2 accounts for 70%, A1 accounts for 20%, and A3 accounts for 10%. And A1+A2+A3 is a complete target whole.