1, the target should be feasible.
The goals set by the team should not be too high and unrealistic, and should be formulated in combination with the company's reward policy, and the strength should not be exaggerated out of thin air. One-year goal, three-year goal, five-year goal and other specific tasks can be achieved in stages, which also helps team members feel the value and sense of accomplishment of themselves and the team at each stage.
2. Grasp the overall situation and highlight the key points.
Setting goals should proceed from the overall situation of the company and the team, and grasp the key points and keys. The goal of the team must reflect the overall interests and focus on the overall situation; At the same time, we should highlight the key points.
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3, based on the current, long-term perspective?
Grasp the status quo of the team and set a realistic and effective goal. Before setting goals, every team member should clearly understand his own strengths and weaknesses.
4, responsibility * * *, rewards and punishments.
At the beginning of determining the goal, the team should have a clear division of powers and responsibilities and set up a clear reward and punishment method. Team members know what they should be responsible for and what they should undertake, so that the work can be carried out in an orderly manner.
Next, when it comes to how to set team goals, partners need to know the following seven specific ways to set team goals:
1, establish the team target group.
The team goal group should be composed of three parts, namely, the team manager, fund investors and members' representatives, so that the goals discussed can be representative. At the same time, train the team members, and if necessary, communicate and talk with the team members in depth about the newly determined goals, so as to understand the needs of the team members.
2. Collect internal and external environmental data
Collecting internal information is more conducive to team managers to base themselves on reality and make efficient use of existing talent resources to achieve their goals. Collecting external information can gain more external support and compete with competitors when achieving goals.
3. List the goals that meet the requirements.
Long-term goals should be based on internal and external resources, not vague goals or goals that only represent the interests of a few people.
4. Select key indicators.
A team should not have too many target indicators, otherwise it will bring a lot of ideological constraints to the team. A long-term goal can be broken down into three to five specific goals, and the specific goals should be selected from all listed goals.
5. List the rewards for achieving the goal.
What kind of reward will be brought to the whole team and team members after achieving the goal is the key factor for members to gain work motivation. Imagine if a team goal is not listed, what kind of rewards can team members get after completing the goal ... The result can be imagined.
6, find out the resources needed to complete the goal and the necessary conditions to achieve the goal.
List all the resources that are conducive to achieving the goal from the collected materials, find out the corresponding difficulties and obstacles, and analyze them one by one.
7, calculate the time to complete the goal and determine the specific time.
In the information age, the time unit of many teams is getting smaller and smaller, and some goals can be specific to seconds. The more accurate the time, the more helpful it will be to team managers and members, but the time unit should be reasonable.
When you set a team goal, the next thing is to overcome all kinds of obstacles, strive to achieve the goal, get rid of bad habits that hinder success, and find out your own gaps. At the same time, you should take a long-term view. In the process of striving for the goal, you should constantly check and reflect on yourself, so that everyone in the team can finally achieve their goals.