Organisational goals are set by companies to achieve an overall vision. Setting these goals and achieving them determines the success of the organisation. In this article, we look at how to set and achieve organisational goals. From formulating them, to measuring success.
As an organisation, you have a vision of how you would like to grow. In doing so, you can set goals so that, as an organisation, you know what your growth path is. We call these kinds of goals organisational objectives.
So organisational goals are typically long-term, set by the company’s leadership. These goals are then broken down into smaller, achievable goals.
The content of these goals can, for example, be about increasing profits. But also about developing new products or services. You can also think about improving customer satisfaction or streamlining processes. In any case, they are the goals that fit within the vision of the organisation.
Organisational objectives are usually divided into three categories:
Strategic organisational goals are set to achieve a specific long-term result. Like, for example, increasing market share or launching a new product.
General organisational goals are overarching. All departments within the organisation work towards them. Think of increasing efficiency or customer satisfaction.
Operational organisational objectives are mainly short-term objectives. They are set to help the organisation achieve its strategic and overall goals. Usually, you see these goals at the departmental level, or they concern specific tasks or projects.
When you want to formulate organisational goals, it starts with the leadership within the organisation. The leadership must have a clear understanding of the organisation’s vision and mission. If this is in place, then the leadership also knows what to work on. This can be used to formulate the objectives.
It is important that leadership involves all departments in setting goals. Everyone needs to understand in what way departments are involved, and what the personal role entails. Create involvement among employees so that people actively participate. This way, you can be sure that everyone is working on the same goals.
Once all the objectives have been set, you can start with the plan of action. This is the strategy by which the organisational goals will be achieved. This plan should be specific, have deadlines and describe how results will be measured. It should also include a timeline so that it is clear when goals will be achieved.
Of course, what would be a good objective may vary from one organisation to another. Nevertheless, across the board we often see the same types of objectives recurring. These include:
Organisational goals can also be divided into two types: quantitative and qualitative.
When you set goals, you also want to be able to measure your progress. After all, you want to know how you are doing, and whether you are going to achieve everything on time.
Measurable goals are tracked and monitored for progress. To measure success properly, it is important to set goals that are specific and achievable.
An example of a specific and achievable goal is ‘increase profits by 10%’. You can then set this goal, for example, by increasing revenue by 5%, or reducing expenses by 7%. Just what is necessary, or what is possible.
It is also good to set measurable milestones. When you achieve milestones, then you know you are on the right track. This also allows you to track and monitor progress overall.
With SMART goals, you enable your organisation to achieve short-term and long-term objectives. This sets your organisation up for success. What should you think about when making objectives SMART?
If you want your objectives to be achieved, it is essential that all employees are involved. If you want to create employee engagement then it is smart to communicate objectives clearly and concisely. Employees need to know what the objectives are, and how they can help achieve them.
It is good to emphasise why the goals are important and what you want to achieve with them. Also explain the usefulness of specific activities so that people see the big picture. This way, people understand their own contribution to overall success.
Sometimes it helps to hand out rewards for achieving organisational or personal goals. You can do this in the form of a bonus, a promotion or a raise. But a present can also help create employee engagement.
The most important thing in creating employee engagement is that employees feel appreciated for efforts. Acknowledge contributions and celebrate successes. This leads to pride and camaraderie. With this, people are more willing to contribute to the success of the organisation.
Yes. Quality management software is a powerful tool. You can use it to streamline organisation-wide processes, improve efficiency, identify risks and set out improvement measures. You can also measure, track and secure the progress of all set goals – at team or personal level. And after documenting them, you can share the goals with internal and external employees.
Organisational goals are an important part of any organisation’s success. Setting up these goals correctly can be challenging. But with the right strategies and tools, you will get there.
If you are looking for ways to help your organisation achieve goals, Zenya can provide you with excellent support.
T: +31 (0)40 848 58 68
Or get in touch via the contact form.
Request the brochure to have all information conveniently at hand.
Contact our experts without obligation! We will be pleased to brainstorm with you.