Do your employees fully understand company goals and what is expected of them? Do they know how far they’ve come or what actions to take? Writing down goals or presenting them at the yearly kick-off is a good start, but don’t stop there.
Communicate goals clearly and repeat them again. Over communicating is better than under communicating. Because people have so much to do and receive so many messages, it is easy to get distracted.
With Business Analyze you can continuously communicate goals and keep people motivated to reach them. As a leader you can analyze performance data to see what is helping and do more of it.
Business Analyze helps you:
- Know where you are heading
- Understand what you need to do to get there
- Celebrate with colleagues when you arrive
The best performing organisations we work with use some of these techniques to reach their goals:
Set up goals on dashboards
You can measure and track almost any type of quantifiable goal (as long as you have the underlying data). Including activity targets as well as result targets (e.g. volume or revenue) will help you lead people in the right direction. If you don’t track goals, they aren’t worth having.
Some examples include:
- Increase number of new customers
- Increase inbound requests
- Increase upselling or cross selling
- Increase sales for a specific segment or product mix
- Increase margins
- Increase customer satisfaction
- Reduce complaints
- Increase billable hours or utilization (for example services)
- Increase in specific activity (for example telephone calls out, first meeting, proposals sent etc.)
Consider whether you want goals presented at the company, group or personal level. Sales targets, for example, are often cascaded to team and individual level. Managers should see totals and a breakdown per person, category or other parameter. If sales has both an overall revenue budget and a budget per product area, both these can be measured.
Check that each goal has a time horizon. Should you reach it this week, this month or this year? Including a countdown beside the goal, for example, 15 days left can help create a sense of urgency.
Users can set their startup desktop so they view their own goal-progress right after login. If people have to search for information, they won’t use it.
Design dashboards for a good experience
Good dashboard design helps people see and understand goals without confusion. Radial buttons are an intuitive way to show percent of goal achieved. Set up drill downs so it is possible to identify issues by examining top-level results on a lower level.
A special designed leaderboard, like “Budget Busters”, is a good way to recognize achievement. This can be a simple list on the mangers’ dashboard or a custom dashboard that is cast on monitors in the office.
Take Business Analyze into weekly or monthly meetings
Weekly team meetings are the ideal place to discuss goals and what needs to be done to achieve them. It may not be appropriate to discuss how any one person is doing, but you can show team goals and use analytics dashboards to find out where there are problems or opportunities.
To share reports from Business Analyze directly onto large monitors or meeting room monitors, simply connect a PC. Use the ‘Maximize’ function so reports are easily readable and discuss.
Share on the company message board
A simple image in your company chat tool or team messaging tool, can motivate people to go the extra mile. This is extra important if your teams are on the road, work from home, or are spread across the country. To share facts about goals and performance, simply right click on any of your dashboard reports and export as an image. It’s a good to routine to post short goal-status updates.
Discuss, adjust and improve
Once goals are clearly defined and you start tracking progress, you will gain even more insight into what you need to do. There is seldom any one factor, but just increasing focus can bring about some surprising results.
What are your thoughts? Are you ready to track progress?
Get in touch with our experts on goal-setting and goal performance analysis.