Every organization lives by its vision and mission statements, which are also considered the ultimate goals in a broad and long-term approach. But an organization can also establish a set of goals for various organizational needs and plans. These goals are statements that direct an organization on what to do, what to accomplish, and how to maintain its existence. Without these goals, any group or association can easily crumble into pieces. This is because the members would have no clear direction and purpose as to what aims need to be achieved and what they are working for.
The Need for Organizational Goal Setting
Organizational goals have to be well established following a clear process and criteria especially that accomplished or unachieved goals are the basis of organizational success or failure. Many groups use the term objectives or aims, which are equally synonymous to goals. These objectives are formed at the onset of the existence of a group or organization along with its vision and mission statements.
However, as the organization continues to grow, a more specific goal setting can be done in accordance to the changes that may occur in terms of structure, nature of the organization, and so on. Also, goals in an organization may vary according to departmental needs and demands. But all these departmental goals must be relevant to the overall organizational objectives.
Considerations to Make in Setting Organizational Goals
Normally, organizational leaders are responsible in identifying goals. They bring the discussion to the table to confer about the plans and objectives that the organization wishes to attain. They brainstorm and exchange ideas about what the organization can look forward to. In the process of setting goals and updating goals, here are some things that the leaders need to consider:
- Suitability to the overall purpose of the organization
- Organization status and stability
- Financial capability of the group
- On-going organizational programs and activities
- New programs that are bound to be accomplished
Techniques in Organizational Goal Setting
An organization has to place a high consideration on its corporate vision and mission in the process of setting goals. These goals help realize and materialize the long-term mission of the entire group. Before the leaders of the organization start to develop an action plan for the goals, applying a few techniques will help in effectively formulating their goals.
Setting Clear and Specific Goals
- It has been known that organizations with clear and focused goals have a higher and better chance of succeeding in carrying out its objectives. The management must make sure that the goals are not created in a vague and ambiguous manner as it makes the members confused with the expectations of the whole entity. A chaotic goal setting can lead to conflict of corporate values.
Keeping Operational Goals Low and in Bite-Sized Targets
- Goals that are too ambitious may seem a little too idealistic for an organization to achieve. Members will appreciate it better if the objectives are manageable and within good control over setbacks and adjustments.
Encouraging Team Motivation
- An organization is an entity consisting of members and leaders that are expected to work together in the achievement of organizational goals. Everyone in the organization must be goal-oriented so that the various teams within the group will be motivated to go forward as one in reaching for the goals. Part of enforcing the drive and enthusiasm is to keep the members informed regarding organizational successes, failures, and new updates.
Making a Contingency Plan
- Any organization must not only expect for the best but also prepare for the worst to come. Goals are also posed with barriers as they are being acted upon. So the leaders must have a backup plan in case things go out of hand. There must be sound and practical solutions to potential goal barriers.
Giving Rewards and Compensation
- An effective strategy to keep the members goal-oriented and motivated enough to continue working for the goals is to reward them in various ways for an outstanding performance in attaining the goals. Performance recognition gives the organizational members a sense of worth and value, not to mention a feeling of success, for the collaborated efforts and teamwork.