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As the newly promoted HR manager at one of the companies I worked in the past, I was eager to make my mark and prove my worth. However, I soon realized that leading my team, who had been with the company longer than I had, would be no easy task. I was determined to support their growth and development while ensuring that we met our tangible business goals.
I knew that I had to find a way to balance these two competing priorities, and after much contemplation and discussion with my coach, I hit upon an idea. I would structure the annual goals in a way that more than half of the completion of my goals would depend on the team’s KPIs accomplishment results.
With my plan in place, I gathered my team for a meeting to discuss the new goal-setting process. I explained that I wanted to emphasize not just the business results but also their individual achievements. I shared my vision for a culture of continuous learning, not just within my team, but throughout the entire company.
To my delight, my team was receptive to the new approach and eager to participate in the goal-setting process. We worked together to fine-tune the evaluation scale, making it even more comprehensive and reflective of our collective efforts.
With the new system in place, I was able to show my team that I not only cared about the business results, but also their personal and professional growth. The annual goals were now structured in a way that encouraged collaboration and teamwork, rather than competition.
As the year progressed, not only did we meet our business targets, but I also saw my team members grow and develop in their roles. Their confidence increased, and they were eager to take on new challenges.
One team member, in particular, stood out to me. She had been with the company for several years and had become somewhat complacent in her role. However, with the new goal-setting process in place, she was inspired to learn new skills and take on new responsibilities. She even volunteered for a project that was outside of her comfort zone and ended up excelling in it.
I was thrilled to see the positive impact that the new approach had had on my team. And If you’re looking to implement a similar approach in the team you are leading, check out the template I used here.
If you’re also struggling with setting goals for your team or are a newly promoted manager looking to make an impact, feel free to reach out to us for help. As personal coaches, we can help you structure your goals in a way that encourages collaboration and personal development while meeting your business targets. Let’s work together to create a culture of continuous learning and growth within your team.
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