Management Goals & Objectives

As the founder of a small business, it's important to set consistent goals for yourself and your management team to ensure it runs smoothly and its members grow together. You want to set those objectives in an effective way. To ensure your management team's goals are as workable as possible, follow these three steps:

  1. Be Specific in Setting Goals

  2. Track your managers' habits to determine the areas in which they show a consistent need for improvement and identify the areas where they demonstrate readiness for growth. Set management goals that are specific to these areas. With specific goals, you measure the progress of your management team.

  3. Create Realistic Objectives

  4. If you list unattainable goals, chances are that not only will your team fail to meet them, but the failure will dishearten their efforts in other areas of work. Instead, create realistic objectives – ones that require extra effort but are well within your managers' reach.

  5. Set Deadlines and Ending Points

  6. When you set goals for your management team, create time limits for them. The most effective goals have specific starting points and ending points, which motivates your management team and commits your managers to the tasks at hand.

Management Objectives to Ensure Success

Consider the following examples of management objectives you can put in place right now to ensure the success of your company's management team:

  • Give Clear Feedback to Employees: Feedback is the backbone of progress, so your managers need to provide clear, constructive criticism – and praise – to the employees they supervise. Create a system in which your managers note when they give specific, intentional feedback to their employees and record changes in how the employees worked following the feedback. This tracks communication and the effectiveness of that communication.
  • Delegate Work That's Engaging: Challenge your managers to delegate work to their employees that's challenging and meaningful to keep them engaged and interested in the tasks at hand. If some employees find that their useful skills are falling by the wayside in favor of mindless grunt work, they will likely disengage from the work they're assigned. If your managers have employees on their team who are particularly social media savvy, have them manage your company's Twitter, Facebook and Instagram accounts or make that task a rotating responsibility among multiple teammates. If one employee demonstrates especially strong leadership skills, assign them to train new hires.
  • Hone Coaching Skills: Some managers know intuitively how to coach their employees. Others need to learn. Create a system where each manager tracks and strives to improve their coaching skills – whether by taking notes, watching YouTube videos or by soliciting constructive criticism from the employees they supervise.