The idea that teamwork and collaborative efforts impact a company’s successes is nothing new. In fact, it’s becoming more commonplace for organizations — from small to medium sized businesses all the way up to large corporations — to build a strong team culture and use those values in their day to day. Being a team player is a non-negotiable in most of today’s workplaces.
At Signature Teambuilding, we believe there is a huge difference in team bonding and team building — it’s getting out of your comfort zone and feeling challenged to truly show others what you’re capable of achieving. So often you’ll hear about team building in relation to sports and athletic activities — and of course, in our connected suite of customized programs. Our goal for you is to break down the barriers that limit team performance. While anything is possible in our programs, you should realize that a cohesive, unified team starts in the workplace. Camaraderie is built through the achievement of goals and collaborative successes.
So now we should ask…as a team, what and where are we without goals? For a business to be successful and retain happy, motivated workers, they must set goals. You’re probably thinking “every business has goals”. Sure, they do, but are they realistic, attainable goals that encourage the team unit to flourish? Too frequently we hear companies setting lofty, unattainable goals and employees are left feeling defeated time and time again. If you want your people to feel a sense of purpose, acknowledgement and pride — you must provide them with the right type of goals in which to strive.
For the betterment of your team atmosphere, here are some helpful goal setting tips…
1Differentiate statements from goals. Simply saying your company will increase revenue this year is a statement that likely won’t amount to much.
2It’s nothing until it’s on paper. Goals that aren’t documented mean very little, and without feasible strategies of fulfillment they mean even less.
3Don’t abandon ship at the first sign of distress. Routinely monitor and assess goals, tweaking them along the way, but don’t desert them altogether until unless it’s absolutely necessary.
4Set individual, group and company-wide goals. To really instill the idea of goal setting as a collaborative effort, publicize them so each person feels responsibility on an individual, and team level.
5Make sure your goals align with your company culture. No one likes someone who says one thing, but acts on the opposite. Your goals should reflect your mission statement, who you are.
6Set goals to eliminate the pitfalls. Don’t just focus on goals with positive outlooks; sometimes it’s necessary to make goals that we hope will lessen weakness.
7Think of goals as a road map. You can shoot for the final destination, but it’s the smaller goals along the way that get you there.
Proper goal setting in your business brings you that much closer to the big picture, but it also has many small impacts. When your people are confidently armed with an understanding of your culture, values and goals it brings new focus to the work, increases motivation, offers measurability and most importantly develops and encourages camaraderie in the work environment. Don’t give people the chance to vegetate and struggle for meaningful triumphs. Involving everyone in goal setting enables them to understand the why and how, in order to reach the where.