Own your goals
Once you’ve written down a company or a team goal, two questions arise. Who is responsible for the goal (accountability), and how do you review the results (performance review)?
These goals are designed to try new things, experiment and break old habits. It’s reaching for the moon and landing among the stars.
MORE IDEAS FROM THE ARTICLE
Two-thirds of senior managers can’t name their firms’ top priorities and more than 80% of small business owners don’t keep track of business goals.
So the problem is that while companies probably have some sort of goals, the progress towards those goals is not measured.
Track your progress towards said goal week by week. This is called continuous performance review.
Weekly status meetings are used in most companies. But you have to be careful with them as they can become pointless very easily if you haven’t set clear goals first.
Christina Wodtke, author of “Radical Focus”, has said that success is not checking a box. It’s having an impact.
Working towards your goals is something you need to do every day and every hour. Only then can you make an impact.
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The most widely used status reporting framework is PPP which stands for Plans, Progress, and Problems. The compiled weekly report is then shared with leaders, team managers and co-workers. It’s used by companies like Skype, eBay and Facebook.
PPP template has 3 categories:
- Progress. Employee’s accomplishments, finished items and closed tasks for the period ending.
- Plans. Goals and objectives for the next reporting period. These should become Progress next week.
- Problems. Challenges. Items that are stuck and can’t be finished. Problems often need help from someone else, not just the employee.