The first step towards creating greater clarity and alignment in your goal setting process is to go beyond explaining the organizational goals to your employee, to discussing how the individual’s job responsibilities relate and contribute to these objectives.
Additionally, effective goal setting requires a participative, two-way exchange. Team members should be encouraged to take ownership in setting those goals and also to include more challenging ones, based on one’s capabilities.
Beyond goals that tie in with an employee’s immediate job responsibilities, it’s important to take into consideration his or her personal aspirations. Yukiko Hiizumi, Head of Campus Recruitment, Asia at Philips shares: “It is a bit unrealistic to think that each employee will continue to stay in the same team or in the same role, so the review should serve as an opportunity to share what he or she wants to do next, as well as the gaps we need to address to enable them to reach their goal.”
Philips encourages each employee to own their careers. The Talent Card is an internal resume in which the employee is able to indicate their career interests, and be notified about available opportunities by in-house recruiters and hiring managers around the world. It’s one of the components in our internal mobility program, which has seen employees move across the globe
, as well as across job functions
to pursue their aspirations.
For employees, it can be difficult taking a step back to assess one’s longer term career objectives or personal aspirations when one is focused on day-to-day tasks and goals. Managers can help employees get around this problem by sharing about the different career progression initiatives that the organization offers, as well as discussing about courses and training activities that are available. Philips University, is an online resource for employees which offers a range of courses and learning materials based on different needs and requirements.