Wondering how to improve work culture and retain employees? You’re not alone. Businesses across a variety of industries struggle to retain employees as some change jobs up to four times in 10 years. These constant workforce shakeups threaten the consistent, committed and engaged culture many organizations strive to establish.
The Power of Goal Setting
Creating a strong company culture that breeds engaged and collaborative employees starts with goal setting. Why? Goals are measurements for success and can be unique to one person, and tied to larger business outcomes.
Goals also support a growth mindset – the idea that employees believe they have the potential to develop new skills over time. And according to research from Stanford professor Carol Dweck, companies that embrace a growth mindset have employees who feel empowered and are committed to doing their best work.
However, goal setting doesn’t mean managers tell employees what benchmarks they’d like them to achieve. Establishing goals should be an involved process where employees fully understand what is expected of them.
How to Improve Work Culture Using Key Goal-Setting Attributes
There’s no one-size-fits-all approach to goals. Companies can choose to implement OKRs (Objectives and Key Results), SMART (Specific, Measurable, Achievable, Realistic and Time-Bound) or SCARF (Status, Certainty, Autonomy, Relatedness and Fairness) methodologies, among others, to to set goals.
No matter for the strategy, four key attributes of successful goal creation are imperative. Retaining these elements during goal creation not only helps employees reach their goals, but it also encourages the highest levels of engagement:
- Agility – Companies and the industries they serve are constantly changing. And these shifts also bring process, role and technology changes. Goals shouldn’t be rigid and suited only to meet the current state within an organization. They should be easily adaptable and evolve to reflect corporate changes, promotions and shifting team objectives.
- Transparency – One of the biggest problems with top-down goal setting is that employees are given very little context, which can lead to frustration and high turnover rates. But transparency regarding company expectations allows employees to set more meaningful goals that matter to their career objectives and larger business initiatives.
- Sociability – Goals are more likely achieved when others know about them. Not only does social goal sharing keep employees more accountable, but it goes a long way in strengthening workplace relationships and team performance. And, employees who share goals are more likely to collaborate and engage with their teammates.
- Simplicity – When companies think about how to improve work culture using goal setting, it’s important to keep processes simple. One of the easiest ways to facilitate goal setting is through intuitive employee engagement platforms. Employees can set, manage and change goals as needed at any time.
Give Your Employees the Power to Create Their Own Goals
HighGround facilitates employee-driven goal setting by enabling agile, transparent goals that are aligned to meet both personal and organizational objectives. Managers can monitor employee progress, adjusting strategies along the way and facilitating frequent check-in conversations.