How to Set Employee Goals: Tips, Examples & More

Jan 25, 2024

Employee goal setting is a key responsibility for any manager. By setting measurable and attainable goals, a supervisor not only guides improvement in employee performance, but can also actively help strengthen the business and enhance its reputation as an employer of choice.


What Is Goal Setting for Employees?

Goal setting uses short-term action items to motivate and inspire an individual to achieve a long-term vision. In a work setting, this can be a combination of setting specific, measurable, and actionable steps that help an employee and the organization move towards a larger, desired result. For an employee, this result typically represents professional and personal growth.


Employee goal setting is usually a collaborative effort between a worker and their direct manager or supervisor. Progress should be measured against benchmarks and a manager can offer guidance to help a worker identify the skills and professional development needed to advance them toward a goal. Managers can also help employees find and establish goals that work within their roles and available resources. Goal setting for employees may also account for that worker's personal targets and future ambitions within the organization.


Employee Goal-Setting Examples

Employee goal-setting examples vary depending on the individual, organizational needs, their role, and professional aspirations. Here are some types of employee goals:


  • Personal Growth. These types of goals may or may not be work-specific, though it can be argued that as an employee develops personally, they are more likely to feel satisfied and bring an elevated skill set to their role. For instance, an employee may want to improve their creative thinking abilities and identify several ways in which they can accomplish this such as reading books, taking on a creative assignment within the organization, or enrolling in a class.


  • Professional Development. These can be skills or goals set to help an employee develop in their specific role or for a future role. Perhaps the employee needs to sharpen their leadership skills, improve their time management, or attain a professional certification.


  • Team Focused. There may be times a department or team within the organization must expand its collective skill set to improve performance or deliverables. For example, consider an HR team that engages in equity, diversity, and inclusion training so they can better understand how to incorporate that into the organization.


How to Define Goals for Employees

Understanding how to define goals for employees can be the difference between improving productivity or the disappointment of stagnation. It's important that goals advance all the involved parties — individual, team, and business. Keep the following pointers in mind when determining employee goals:


  • Take a comprehensive approach. As an employee, an individual's goals should be in alignment with their personal development, that of their team, and the organization's priorities.


  • Collaborate. Goals can be a powerful motivator and as such, it's important that an employee take ownership in the process of developing them. Supervisors and managers should provide guidance while balancing a certain level of transparency with the team to ensure support and a positive environment.


  • Keep goals realistic. Few things are more discouraging to an employee than to be excited about moving towards certain goals only to not be given the resources to attain them. Set employees up for success by establishing goals that work within the employee's role as well as the organization's budget and objectives. Establish measurable steps so progress can be documented and assessed.


  • Personal Development. Helping an employee reach their goals is a way to show them that the business cares and supports their personal and professional growth. For a business, investing in an employee's individual growth can also foster a sense of loyalty and increase engagement while reaping the rewards of a more highly skilled workforce.


Why Is Employee Goal Setting Important?


Setting goals at work can offer other benefits such as helping to:


1. Ensure Staff Alignment.

When more staff members are working to further the company's broader short-term and future goals, the coordinated effort is likely to move a business forward, which can be advantageous to everyone in the form of job satisfaction, a healthier bottom line, and a clearly defined sense of purpose.


2. Establish Clear Guidelines.

Well-defined goals for employees that are attainable and measurable give supervisors and employees a set of guidelines and criteria that can be used in employee reviews and evaluations.


3. Deepen Employee Engagement.

Goal setting for employees done right can help inspire and motivate them while helping them thrive in their roles. As a business invests in its employees' growth and development, it can help them feel valued, thus deepening engagement even more.


4. Grow Top Talent.

Helping current employees establish and reach their goals is another way an organization can expand the skill sets of its workforce and promote the development of top talent and high-performance teams within its current ranks.


7 Tips on How to Set Employee Goals


Here are some considerations for goal setting in the workplace that can help make the potential benefits a reality.


1. Set Goals That Align with Company Objectives

Each employee's goals should be tied to the company's overall growth strategy. When employees understand how their individual roles and responsibilities contribute to the bigger picture, they're often more focused and motivated to achieve goals that result in success for both the business and themselves. Consistently communicating strategic business goals (and regularly emphasizing the company mission) can help keep employees engaged in the work they do.


Businesses may choose to link their company performance goals to key strategic objectives, and from there convert those into team-performance goals. As a result, employees may accept increased accountability as they recognize how their individual performance directly impacts the company.


2. Invite Employees to Identify Job-Specific Goals

Managers may have certain objectives in mind for each employee, but they will likely get insightful answers if they ask employees to identify goals specifically related to their job and that are meaningful to them. There's a big difference between imposing goals on employees and encouraging them to suggest goals on their own. When their suggested goals align with company objectives, a manager can work alongside employees to develop action plans to attain those goals.


Depending on the position, employee goal-setting ideas might include those centered around productivity and efficiency. When working with an employee, aim for fewer mistakes on the job and an increase in productivity. This could translate to more sales calls in a day or, for a customer service representative, addressing customer issues in a shorter period of time, so as to interact with more customers on a daily basis.


3. Set SMART Goals

Employees may not know how to make goals for work that they can realistically achieve. In the past, they may have created vague or poorly crafted goals, which tend to feel daunting and set them up for failure in achieving their objectives. Instead, carefully planned, clear, and trackable goals set within the SMART (specific, measurable, achievable, relevant, and time-based) framework can help outline the steps necessary to reach a goal.


Each element of the SMART framework, outlined below, works together to set boundaries, define next steps, identify necessary resources, and pinpoint indicators of progress. Consider using the SMART goal framework when working with employees to help them create a strong foundation for success.


  • Specific

Create goals that are as clear and specific as possible. When you and the employee first meet and you ask them about a goal they want to achieve, their answer may initially be vague ("I want to do better on sales calls"). But the more the employee can hone in on a specific desired goal ("I want to increase my number of units sold"), the more you can help them understand the steps necessary to achieve it.


Getting into the specifics requires asking the right questions. When working with employees, ask them for more details, such as:

  1. What are you looking to accomplish?
  2. Who is a part of this goal?
  3. What are the steps to achieve this goal?
  4. Why do you want to achieve this goal?
  5. What outcomes need to happen to make this a success?


  • Measurable

The measurable part of the SMART framework outlines specific criteria for indicating progress toward a goal. It helps employees stay on track, keeps them accountable, and adds motivation as they quantify how much closer they're getting toward achieving an accomplishment. For the salesperson in the example above, the measurable part of their goal may be: Increase my sales calls to the Midwest region by 2 percent each week and increase overall unit sales by 8 percent.


When working with employees on measuring their goals, drill down into specifics by asking questions such as:

  1. How much of an improvement are you aiming for?
  2. What key performance indicators have you used before, and how successful were you? Does anything need to change with this new goal?
  3. What indicators will signal that you've met the goal?


  • Achievable

A well-defined goal is one that an employee can realistically attain, but should also stretch the employee in their role so that they feel challenged. During this part of goal-setting, consider any limitations that might stand in the way of the employee hitting the achievement. Work with employees by asking questions such as:


  1. Is this goal realistic?
  2. Do you have what you need to get it done?
  3. How does this goal fit in with your overall workload?
  4. Have others been able to achieve similar goals?
  5. Are other relevant team members available to help if you need it?


For example, if you ask your salesperson the questions above, they may realize that increasing unit sales by 8 percent is too aggressive. Looking at factors such as the company's sales history and the employee's workload, a target increase of 6 percent may be more realistic.


  • Relevant

A relevant goal should align with other goals, but also be worthwhile to the employee. They should be able to clearly see the benefit of going after the goal, understand how and why the goal is important to the business, and help reinforce how their work is part of the big picture. When determining the relevance of goals, ask employees:


  1. Is this goal worthwhile?
  2. How well does this goal align with our company's mission?
  3. Does this goal map to current business priorities?


In the salesperson example, the goal of increasing sales in the Midwest may be relevant if the company is focusing on improving market presence in that area of the country in the upcoming year.


  • Time-Based

You and your employees need to be on the same page about when they need to reach goals. Without a sense of urgency, your team may not feel motivated to achieve them. That's why it's important to set clear target dates for meeting goals. Depending on the position, specific goals centered around productivity and efficiency are often very effective, such as more sales calls in a day or addressing customer issues in a shorter period of time. When building SMART goals, work with your employees to answer the following questions:


  1. What is the deadline for this goal?
  2. Why is this deadline important?
  3. Are there other initiatives hinging on the completion of this goal?


Examples of SMART Goals

Goal-setting in the workplace can range from performance achievements to professional development ambitions. But all well-crafted goals are aligned to larger key business strategies. Some employee goal examples that revolve around performance improvement are:


  1. Increase new signups by 15 percent by the end of Q1 to improve the sales pipeline.
  2. Contact 100 percent of my customer base each month on either a direct contact or touch basis, using meetings, email, or phone.
  3. Reduce call wait times by 10 percent over the next six months to improve customer service ratings.


In the area of professional development, examples of goals include:


  1. Network with two company senior leaders every six months to better understand how other areas of the business work.
  2. Complete all management training courses in the company Learning Management System (LMS) before my next performance review.
  3. Attend one industry event each quarter and share findings with the team during staff meetings.


4. Emphasize Attainable Goals

Attainment is an important factor in the SMART goal framework. As mentioned above, goal setting can fail when the objective is overly ambitious or unrealistic, given the employee's skill set and available resources. Burdening an employee with an out-of-reach goal can lead to frustration with the process and a resulting lack of motivation for further improvement. They might think, "Why should I even bother if this is an unreasonable goal for anyone to achieve?"


Consider previously established benchmarks when working with employees on their goals. One way to consider how attainable a goal can be is to consider if someone else with equal experience and training has achieved a similar goal before.


5. Set Consistent Goals for Employees with Similar Responsibilities

It's the employer's responsibility to foster a healthy working environment that encourages growth opportunities for employees. Goal setting in the workplace may backfire when it's framed as a contest or competition among employees. It can also quickly undermine a positive work culture. Refrain from encouraging internal rivalries, which can lead to diminished morale, frustration, and resentment.


6. Reward Employees Who Achieve Their Goals

It's critical to recognize employees who achieve or exceed set goals. Not only does such a recognition (reward, bonus, certificate, or public acknowledgment at a staff meeting) honor that employee's efforts, but it also demonstrates that the company values this type of commitment and hard work. It may even further incentivize the rest of the workforce to work hard on their own goals. Alternatively, when such hard work goes unnoticed, employees can justifiably feel there's no point in working so hard and may reduce their productivity or even begin looking for a new job elsewhere.


7. Work Closely with Employees Who Fall Short

Not every employee will successfully attain their goals, regardless of how hard they try. Ideally, their manager periodically assesses progress and steps in to provide assistance where needed. In a situation where the agreed-upon deadline arrives and the employee hasn't met their goals, there should be an in-depth discussion about what went wrong, combined with encouragement to try again and address or rework the stated objectives.


Help Your Team Succeed with Effective Employee Goal Setting

Working with your employees to set goals helps strengthen a culture of ongoing feedback and open communication. Employees with clearly outlined goals are also in a prime position to push themselves, meet new challenges, and feel they are contributing to big-picture initiatives.


Create a competitive advantage for your business. Help your workforce stay challenged, motivated, and connected with their work through appropriate goals. Learn more about how goal setting can help deepen employee engagement within your organization or explore how HR consulting may be right for your company.




Source: https://www.paychex.com/articles/human-resources/7-tips-for-effective-employee-goal-setting

11 Approaches to amplify team productivity

02 May, 2024
We have all seen or witnessed fantastic examples of teamwork at some point in our life. Whether it’s a sports team, people coming together during a crisis, or even in the office, it’s a beautiful thing to behold! Not that we're overlooking solo efforts – they're the unsung heroes too – but there's just something magical when a diverse bunch of talents come together. As a manager, creating that perfect team really should be your number one aim. Teamwork brings in different perspectives, shakes things up, and sparks creativity in ways solo acts can only dream of. It's the inspiration that makes the workplace groove. If you’re in a managerial role, one of your main aims is to crank up the volume on this collective awesomeness. Encouraging productivity is a must while recognizing each player's strengths and making sure everyone's hitting their respective goals is also key. In today’s article, we’re going to jump straight into 11 tips on how you can boost that productivity in your workplace! 1. Consider ‘standing meetings’ No, we don’t mean a meeting where everyone stands up (but you can if you want to!) these meetings are ones that take place regularly. They aren't just for corporate show either; they've got a purpose. Maybe you're hashing out project updates, getting the team coordinated, or just shooting the breeze with some status reports. Unlike those quick stand-up meetings that happen every day, these standing meetings can be more chill, like once a week or maybe even once a month. The whole idea behind these standing meetings is to create a steady space for your team to chat, collaborate, and make decisions. It's like your reliable weekly hangout spot, but with fewer casual conversations about weekend plans and more focus on getting things done. Why is this great for team productivity? These regular get-togethers keep everyone on the same page, making sure no one's left in the dark about projects and team goals . While chit-chat is encouraged, it's more about having a routine that boosts teamwork. With these predictable meet-ups, you can plan your tasks better, dodge those unexpected curveballs, and get things done without breaking a sweat. Overall, standing meetings should be your go to for a smooth, organized, and super-productive team vibe. 2. Try to create a healthy working environment Imagine a workplace where the coffee is strong, the collaboration is even stronger, and everyone is enjoying working as a team . That's the magic of a healthy work environment. It goes a little further than modern office designs or free snacks, you should be striving for a vibe where people want to high-five each other in the hallway. Now, creating this cool work atmosphere isn't just a touchy-feely thing—it's a game-changer for productivity. When your team feels the love and support, they may feel like they’re gearing up for a top-secret mission. Engaged, motivated team members bring their A-game, sparking creativity and turning problem-solving into a team sport. A healthy work environment is your main factor when you want a results-driven team. Tips for a healthy working environment So, how are you meant to achieve this healthy working environment? Don’t fret! We’re here to give you an insight into the best ways to achieve this; Open Communication Channels Think of it as creating a chatty ecosystem. Encourage team members to speak their minds, whether it's in a Zoom meeting or a good old water cooler chat . Open lines of communication? Check! Promote Work-Life Balance Break time isn't just for Kit-Kats. Encourage breaks, set reasonable working hours, and banish the idea that burning the midnight oil is a badge of honor. A well-rested team is a happy, productive team. Team-building Activities Spice things up beyond the usual grind with team-building activities. Virtual game night, anyone? Team-building activities are all about bonding and having a blast together. Invest in Professional Development Fuel your team's growth by tossing in some opportunities for skill-building. Personal and professional growth that leaves everyone feeling like rockstars. 3. Organize a team retreat Ever felt like your office could use a breather? Team retreats are a chance to escape the daily grind and dive into a space custom-made for rejuvenation and team bonding. This is a purposeful gathering that turns colleagues into comrades, fostering collaboration, creativity, and connections that last. Team retreats are the perfect opportunity to inject a much-needed shot of inspiration and creativity into the team dynamic. By breaking away from routine, team members connect on a personal level, sharing stories, laughter, and maybe even a few challenges. Examples of the best types of team retreats Did you know there are many types of team retreats? Take a look at a few of them below! Hackathon retreat Transform your team retreat into a hackathon extravaganza. Set up an inspiring location, equip your team with creative challenges, and let the innovative sparks fly. It's not just about coding; it's about collaborative problem-solving and ideation that can reignite the team's passion for their projects. Team workation (work and vacation combined) Combine work and leisure in a picturesque setting. Whether it's a beachfront brainstorming session or a mountain retreat with laptops and hiking boots, a team workation retreat allows the team to unwind while still achieving goals. The informal setting encourages open communication and the blending of professional and personal connections. Adventure and leadership retreat Challenge your team with an adventure-packed retreat that includes team-building activities like ropes courses or wilderness survival challenges. Such experiences not only build trust and resilience but also reveal leadership qualities within the team, fostering a sense of responsibility and accountability. Like these ideas but don’t know how to make it happen? Enter: Surf Office! Elevate productivity amidst 130+ stunning retreat locations across APAC, Europe, and North America. From serene beaches to majestic mountains, vibrant cities to tranquil nature spots, we've got your team's vibe covered. Can't deal with the mass amount of logistics? No problem, we take care of the following; 🚗 Stress-Free Transfers 🏨 Quality-Assured Accommodations 🎯 Engaging Team-Building Activities 🍽️ Restaurant Reservations 🗺️ Expert Retreat Planning Assistance 🔧 Onsite Support, Tailored to You. Book now for a transformative team retreat, where collaboration meets inspiration! Your journey to heightened productivity starts with Surf Office, contact us today to get the ball rolling ! 4. Be regular with your ‘regular feedback’ Alright, so regular feedback isn't just a once-in-a-blue-moon pep talk; it's a consistent dialogue between managers and team members. When we say 'regular,' we mean more than the occasional "good job" or "try harder." It's about setting up a feedback loop that happens often enough to keep everyone on the same wavelength. Think weekly or bi-weekly check-ins—enough to be helpful, not so often it feels like overkill. Now, why bother with this whole regular feedback shebang? Simple. Regular feedback keeps everyone headed in the right direction. When you know what's working and what needs a tweak, you're not just avoiding detours; you're paving the way for a super-smooth, ultra-efficient productivity highway, perfect for increasing the overall team productivity. Tips for keeping the feedback flowing Perhaps you, as a manager, are not exactly excelling in the feedback department. It’s ok, we get it! Here are some tips you can follow to ensure you’re nailing regular feedback! Scheduled Check-ins Make it a ritual. Set up regular one-on-ones, whether it's weekly or bi-weekly. Having these scheduled check-ins makes feedback feel like a natural part of the work routine, not a surprise pop quiz. Mix the Feedback Brew It's not all about the "you're doing great" or "here's what needs improvement." Sprinkle in some positive reinforcement along with constructive criticism. Mix the feedback brew, so it's a balanced, motivating concoction. Create an Open Door Policy Let your team know that feedback isn't confined to structured meetings. Keep the door (or the virtual chat window) open for impromptu check-ins. This flexibility ensures that feedback isn't limited to a strict schedule—it can flow when needed. 5. Make sure everyone knows their roles and responsibilities So, what exactly are clear roles and responsibilities? Think of it as the team's roadmap—every member knows their lane, and the collective effort moves forward smoothly. Clear roles mean each team player understands their part in the grand scheme of things, minimizing confusion and boosting efficiency. Imagine a basketball team without assigned positions—chaos on the court, right? Similarly, in the workplace, clear roles and responsibilities act as the playbook for success. It's not about confining people to boxes but ensuring everyone knows where they fit, fostering accountability, and creating a seamless workflow. When everyone knows their role, tasks are completed with purpose and precision, leading to an unmistakable surge in team productivity. Tips for ensure clear roles and responsibilities So, how can you ensure everyone’s on the same page and understand their roles? Transparent Communication Be the transparent captain of the ship. Clearly communicate individual roles and expectations. Use team meetings, project kick-offs, or even a dedicated document to lay out the game plan. When everyone is on the same page, collaboration becomes a well-orchestrated symphony. Regular Check-Ins and Adjustments Just as a sports coach adjusts strategies during a game, managers should regularly check in on team dynamics . Are tasks aligning with individual strengths? Are there any hurdles? Be flexible—adjust roles as necessary. A dynamic approach ensures that everyone is working at their peak potential. Encourage Role Ownership It's not a one-size-fits-all deal. Encourage team members to take ownership of their roles. When people feel a sense of ownership, they're more likely to excel in their responsibilities, fostering a proactive and productive atmosphere. 6. Don’t sleep on employee recognition programs! Employee recognition programs are the perfect chance to sprinkle some appreciation in the workplace. Examples? Picture ‘Employee of the Month’ awards, shout-outs in team meetings , or even a simple ‘Kudos’ board where wins are celebrated publicly. It doesn’t need to be extravagant, although, if you want it to be, go right ahead! Ever notice how a heartfelt compliment can turn a gloomy day around? Well, the same magic works wonders in the workplace. When employees feel recognized and valued, they're motivated to put in that extra effort. Recognition isn't just a feel-good strategy; it's a turbocharger for productivity. It fosters a positive work environment, boosts morale, and creates a ripple effect of increased engagement and commitment. Tips to ace employee recognition Not sure how to encourage the best kind of employee recognition? No problem! Personalized praise Generic compliments are great, but everyone enjoys praise on a personal level. When recognizing your team, get personal. Acknowledge specific achievements, highlight individual strengths, and let them know exactly why their contribution matters. Personalization adds sincerity, making the recognition more meaningful. Frequent and timely recognition Don't save the applause for the annual company gala. Recognize achievements as they happen, and do it often. Whether it's a quick shout-out in a team meeting or a Friday afternoon email roundup of wins, timely recognition keeps the motivation flowing. Include peer-to-peer recognition While managerial praise is essential, don't underestimate the power of peer-to-peer recognition. Encourage team members to acknowledge and appreciate each other's efforts. This creates a positive team culture where everyone plays a part in recognizing and celebrating success. 7. Don’t underestimate the potential behind wellness programs Wellness programs are like the cool breeze of positivity sweeping through both individuals and teams. These initiatives throw a wellness party, inviting physical, mental, and emotional aspects to join the fun. The goal? To transform the workplace into a thriving hub where professional success and team members' overall health go hand in hand. When your squad is in tip-top shape physically, mentally unshakeable, and emotionally balanced, they bring nothing but their A-game to the office. Picture reduced stress levels, magnified focus, and job satisfaction off the charts—all adding up to a team productivity fiesta. Different ways to implement wellness programs Individual wellness programs Consider offering subscriptions to fitness apps, providing mindfulness resources, or organizing workshops on stress management. Empower individuals to take charge of their well-being, fostering a culture of self-care within the team. Departmental wellness programs Encourage team bonding through activities like departmental fitness challenges or team-building retreats. Implement flexible work hours or remote work options to support a healthy work-life balance within the department. Company-wide wellness programs Launch comprehensive wellness initiatives such as on-site fitness classes, mental health awareness campaigns (especially during May - Mental Health Awareness month ), and wellness fairs. Offer financial wellness workshops or employee assistance programs to address diverse aspects of well-being across the entire company. 8. Keep up to date with the latest technology integration Embracing tech into your business is something you must consider for boosting the team productivity! Now, we're not talking tech for the sake of being cool. Embracing technology gives your team a backup, almost like a virtual Robin to the Batman. It sorts your tasks, enhances team talk, and throws in real-time insights. This is a one-way ticket to a world where work gets done quicker, and everyone's a productivity wizard. Examples of must-have tech in the workplace Sometimes, there's so much tech, it becomes difficult to choose the best one for you and your team! Here are some solid suggestions for the workplace. Project management software Think of it like a virtual control center for your projects. Asana or Trello—pick your flavor. Jumping on board with the likes of these feels as though you have a super-organized assistant, keeping everyone on the same page without drowning in email chains. Collaboration platforms Slack or Microsoft Teams—it's like having a virtual water cooler. Instant chats, file sharing, and virtual meetups make sure your team feels connected, even if they're miles apart. Automation tools Let's talk about working smarter, not harder. Tools like Zapier or Microsoft Power Automate automate the boring stuff. Imagine fewer repetitive tasks and more brainpower for the fun, creative bits of your job. 9. Flexible work schedules With remote and hybrid working schedules being very much a part of the traditional working way these days, it’s no wonder companies are seeing the potential in flexible work schedules! Companies are seeing a chance to give team members the autonomy to craft a workday that suits their natural rhythms and responsibilities. Flexibility is the key to unlocking team productivity. When the team can align their work hours with their most productive times, they bring their A-game. Different types of flexible schedules Compressed workweeks Imagine working four longer days instead of five. Compressed workweeks give employees an extra day off while maintaining the same total work hours, offering a refreshing break without compromising productivity. Flextime With flextime, employees can adjust their start and end times within a certain window. This accommodates different lifestyles and personal preferences, promoting a healthier work-life balance. Remote work options Embrace the power of location independence. Allowing team members to work remotely, even part-time, fosters a sense of trust and provides the flexibility to create an environment conducive to individual productivity. 10. The power of task automation! Task automation is like having a team of digital assistants handling repetitive and time-consuming tasks. It's the boost your team needs to tackle the nitty-gritty without breaking a sweat. Can you imagine a workplace with less manual work, fewer errors, and more time for strategic thinking? A very productive one, indeed! Task automation is the efficiency booster that elevates team productivity by letting technology take care of the mundane, leaving humans to focus on creativity and high-impact tasks. Examples of task automation you can start using today Email marketing automation Set up automated email campaigns for customer engagement, saving time and ensuring consistent communication. Data entry automation Utilize tools to automate data entry tasks, reducing the risk of errors and freeing up valuable time for more complex analyses. Appointment scheduling software Automate appointment bookings, reminders, and follow-ups, streamlining the scheduling process and reducing administrative overhead. 11. Never forget resource allocation! Resource allocation is like playing a strategic game with your team's strengths and tasks. It's the art of wisely distributing time, skills, and tools to ensure optimal productivity. The ultimate dream, as a boss, is to have just the right people with the right skills, working on the right tasks at the right time. Resource allocation is the key that prevents bottlenecks, minimizes downtime, and ensures your team operates like a well-oiled machine. Tips for the best resource allocation Project management tools Use tools like Trello or Asana to allocate tasks efficiently, ensuring each team member knows their role. Skill-based task assignment Leverage individual strengths by assigning tasks based on team members' skills, maximizing output and job satisfaction.  Time-blocking Implement time-blocking techniques to allocate specific periods for focused work, meetings, and collaborative sessions, optimizing daily productivity. Source: https://www.surfoffice.com/blog/amplify-team-productivity

9 Trends That Will Shape Work in 2024 and Beyond

02 May, 2024
In 2023, organizations continued to face significant challenges, from inflation to geopolitical turmoil to controversy over DEI and return-to-work policies — and 2024 promises more disruption. Gartner researchers have identified nine key trends, from new and creative employee benefits to the collapse of traditional career paths, that will impact work this year. Employers who successfully navigate these will retain top talent and secure a competitive advantage for themselves. In 2023, business leaders and organizations continued to contend with major shifts affecting the workplace, including the pressure of inflation on both employer and employee budgets, the emergence of generative AI (GenAI) , geopolitical turmoil, a series of high-profile labor strikes , increased tension over return-to-office (RTO) mandates , a shifting legal and societal landscape for DEI initiatives, the increased impact of climate change , and more. As we look toward 2024 , we can expect disruption to continue. Gartner research has identified nine trends that will shape work in the next year. Leaders who proactively develop explicit business and talent strategies to navigate these trends will give their organizations a competitive advantage in both talent outcomes and achieving the organizations’ strategic goals. 1. Organizations will offer creative benefits to address the costs of work. Employees who have shifted to working remotely or in a hybrid environment have experienced what it is to work without bearing the costs — financial, time, and energy — associated with going into an office daily. According to our research, 60% of employees say the cost of going to the office outweighs the benefits, 67% feel that going to the office requires more effort than it did pre-pandemic, and 73% say it feels more expensive. Unsurprisingly, 48% of employees say RTO mandates prioritize what leaders want over what employees need to do good work. What was once largely assumed — that employees bear certain costs of work when they agree to take a job — can no longer be taken for granted, particularly given that there isn’t a definitive relationship between location of work and performance. Gartner research has found that in-office requirements do not have a statistically significant impact on employee performance, positively or negatively. Organizations looking to attract and retain talent will not just try to find the perfect hybrid strategy , but will look to tackle the cost of work head on. They can do this by sharing the tangible and intangible costs of returning to the office and finding ways to reduce the total costs. Leading companies are exploring more impactful and creative benefits, including: Housing subsidies: Organizations that want employees to come into the office may seek to help them afford nearby housing. Another option is company-owned apartments near the office that could make the cost of short-term trips to headquarters more manageable. Caregiver benefits: The pandemic left many families with an acute awareness of how critical reliable, flexible childcare, eldercare, and pet care is to a healthy workforce. Leading organizations are beginning to fill these gaps with targeted benefits, such as onsite or shared drop-in childcare for employees, pre-vetted pet care provider recommendations, and on-call access to skilled care providers to address gaps in eldercare support. Financial well-being programs: In 2023, our research found that only 24% of employees rated their financial well-being favorably, down from 27% two years prior. This low level of financial well-being makes the cost of work more acutely felt. More organizations will begin offering personal financial planning and education services to help employees make the most of their finances. Student loan repayment: More than 43 million Americans hold federal student loans , with a total balance of more than $1.7 trillion. The U.S. tax code now allows for organizations to make the same contributions to student loan debt repayment as they can for tuition assistance, giving employers the opportunity to mitigate one of the biggest financial stressors their workforce faces. 2. AI will create, not diminish, workforce opportunity. A 2023 Gartner survey found that 22% of employees expected AI to replace their job in the next five years. Despite this anxiety, in the short- to medium-term, GenAI won’t replace many jobs, but it will lead jobs to be redesigned to include new responsibilities, such as interacting with GenAI tools. Gartner predicts that GenAI will play a role in 70% of text- and data-heavy tasks by 2025, up from less than 10% in 2023. This year, executives should be prepared to iterate and adapt their plans and expectations for GenAI as tools evolve and employee proficiency improves. Business leaders should partner with HR to assess how GenAI investments should change team roles and workflows and to identify potential internal candidates for newly redesigned roles. HR must also evaluate GenAI’s impact on hiring strategies, identifying which technical requirements and assessments are now unnecessary for open and upcoming roles, and determining how to assess talent against any new skill needs. 3. Four-day workweeks will move from radical to routine. Previously considered a radical departure from the traditional schedule, a four-day workweek has been raised in union negotiations and become the preference of many workers. A 2023 Gartner survey revealed 63% of candidates rated “four-day workweek for the same pay” as the top new and innovative benefit that would attract them to a job. Recent pilots of a four-day workweek have suggested benefits for productivity and employee well-being . As a talent shortage puts pressure on attracting and retaining employees, organizations in 2024 will use four-day workweeks to improve both talent outcomes, such as employee engagement , performance, and well-being, and business outcomes, including eliminating inefficiencies, attracting and retaining talent, and driving competitive advantage. Embracing a four-day workweek will require organizations to rethink the cadence of work . This means being more explicit about scheduling focus time or when and where collaboration, brainstorming, and feedback sessions take place. This intentional approach to time not only facilitates a four-day workweek, it also allows organizations to benefit from shared expectations for when different types of tasks might be done, reducing the burden on managers and employees to set these expectations. 4. Employee conflict resolution will be a must-have skill for managers. This year, conflicts between employees are poised to be at an all-time high due to various crises, including geopolitical issues, labor strikes, climate change, pushback to DEI efforts, and upcoming elections for half of the globe. Conflict between employees at all levels pulls down both individual and team performance; for many, work is not a safe space. A 2023 Gartner survey found that 57% of managers say they are fully responsible for managing and resolving team conflicts. Managers who can effectively navigate and manage interpersonal conflict among employees will have an outsize positive impact on their organizations — the question is how many really feel trained and prepared to do so? Organizations that have tried to keep contentious topics out of the workplace may start this process behind the curve, particularly as conflict resolution is not an intuitive skill. Organizations should upskill managers and managerial candidates in conflict resolution through dedicated trainings and shadowing or coaching opportunities for new managers . Leading employers are also finding ways to recognize and reward effective conflict resolution at all levels of the organization, including considering conflict-management skills during performance-review cycles and promotion decisions. 5. GenAI experiments will yield hard lessons and painful costs. Enthusiasm, hype, and a strong fear of missing out are driving executives to encourage the implementation of GenAI within their teams and organizations. Yet, the Gartner 2023 Hype Cycle for Emerging Technologies found that GenAI has already reached the peak of inflated expectations and will next enter the “trough of disillusionment” — a two-to-five-year period during which it won’t live up to overinflated expectations. This doesn’t mean that GenAI won’t provide significant benefits or solve business challenges; it means that companies will need to actively manage expectations, as well as the risks associated with implementation. GenAI tools are being deployed with promises of incredible productivity returns if organizations apply them to their internal data and documents. However, access and file classification policies have long been minimally observed, if not neglected, at most organizations. For example, when GenAI-enabled assistants are deployed against an organization’s internal files that lack proper access controls, an employee can ask: “Who filed harassment complaints in the last year?” or “What are the salaries and bonuses for everyone VP and above?” and get an answer. In addition to governance, the output of GenAI is not infallible, creating a strong need for quality control and good employee judgment. These risks don’t outweigh the potential benefits of GenAI, but they require organizations to actively train employees to develop judgment around information validity and how and when to use this new technology. 6. Skills requirements will overtake degree requirements as the “paper ceiling” crumbles. College degrees are the top requirement of yesterday’s job descriptions, not tomorrow’s. Organizations today are increasingly shredding the paper ceiling — the invisible barrier workers without degrees face — and embracing skills-based hiring, even for some corporate jobs long considered degree-dependent. Major companies, including Google, Delta Airlines, Accenture, and Zoho, have already removed many of their degree requirements from job postings to attract qualified talent without arbitrarily limiting themselves. State and local governments around the world are also embracing this approach. This allows organizations to hire from a much broader talent pool that includes both internally developed talent and workers Skilled Through Alternative Routes (STARs). These STARs — veterans, underrepresented talent, and other skilled workers without college degrees — represent a major portion of the global workforce, including more than 70 million workers in the U.S. alone . This shift enables employers to consider new avenues to find — or develop — the talent they need. In fact, leading organizations like Target, Amazon, and EY are increasingly touting their in-house universities and business schools — and expanding apprenticeship programs — as tailored credential programs that prepare talent with the specific skills they’ll need to advance. 7. Climate change protection becomes a new employee benefit. From severe storms to extreme heat to massive wildfires with far-reaching impacts on air quality , the past year brought new visibility to how climate change is impacting workforces worldwide. As these events shift from localized and episodic to widespread and persistent, organizations are making climate change disaster response plans a more explicit and transparent part of their employee value proposition . In 2024 and beyond, organizations will begin to highlight and promote direct climate change protections as a key part of their benefit offerings. These could include: Explicit commitments to physical safety: Organizations may develop proactive plans to offer shelter, energy, and provisions when natural disasters arrive and actively communicate their response capabilities to their workforce. Compensation to impacted employees: Organizations may offer designated PTO or monetary benefits to those who experience hardship due to a climate-related event. Subsidies for short-term housing, relocation assistance, disaster-related leave, or stipends for specialized safety equipment could become more explicit components of organizations’ benefits packages. Mental health support: Many organizations have already expanded emotional well-being offerings over the past few years, but some may begin to offer access to grief counselors to help their employees globally cope with the impacts of these events. These benefits will be particularly impactful for organizations with localized operations or a limited number of locations, where most, if not all, of their operations will stall in the event of disaster. 8. DEI won’t disappear; it will become more embedded in the way we work. After a flood of corporate attention in 2020, there has been a growing disillusionment with DEI — and even direct pushback in some quarters. For too many organizations, DEI still operates in a silo and suffers from a lack of accountability and ownership from business leaders, limited decision-making power to drive outcomes, and ineffective, uncoordinated cross-enterprise DEI efforts. When companies expect enterprise-wide results without enterprise-wide ownership and accountability, it results in unfair expectations for DEI programs and disappointment in DEI outcomes. But the critical need for diverse, equitable, and inclusive workforces remains, leaving organizations uncertain about what to do next. In 2024, companies will begin to pivot to embedding DEI throughout the organization . This approach will change how business leaders interact with DEI, positioning it not as “what” they do, but “how” they achieve high performance in their key objectives. Ultimately, this new model will see DEI shift to a shared way of working as organizations fully integrate DEI values into business objectives, daily operations, and culture . 9. Traditional stereotypes of career paths will collapse in face of workforce change. Traditional career paths, where employees rise up the ranks and retire at the peak of their career, are going away. Some employees don’t retire at all or do so after a career shift or break, including performing different or less-lucrative work. For example, Pew research found that 19% of Americans aged 65 and older worked in 2023, which is nearly twice as many as 35 years ago. More employees are stepping out of the workforce mid-career, shifting across industries or embracing contingent work and other nontraditional employment models at some point in their careers. A 2022 LinkedIn survey of 23,000 workers found that 62% had already taken a career break and 35% would potentially take one in the future. Workers are also contending with involuntary disruption to their careers due to economic cycles, caregiving responsibilities, displacement during conflict and natural disasters, and shifting responsibilities as technology and business models evolve. As atypical career paths become mainstream, the well-entrenched stereotypes that underpin most talent management strategies will prove a growing barrier to talent acquisition and retention . Organizations must adapt to these changes in three key ways: Make it easier for talent to stay at or return to the organization. Employers are breaking with the stereotype of career continuity by offering job sharing, gig work, or reduced hours to provide greater flexibility. Bringing retired employees back as gig workers or mentors or facilitating temporary departures from the workforce with mid-career leave programs and returnships enables employees to more effectively fit work into their lives. Organizations such as United Technologies, Goldman Sachs, and Johnson & Johnson provide returnships or rotational programs for caregivers reentering the workforce. Take advantage of expertise where it exists, regardless of tenure. Organizations are breaking the mold of a step-by-step progressive career trajectory by enabling younger employees to take on roles because of their expertise or aptitude in niche terrains. C-suite executives in their 20s aren’t just for startups — we’re seeing companies hire executives from a pool of early career workers whose limited experience includes successfully navigating emerging priorities for their industry, such as mitigating third-party cybersecurity vulnerabilities in financial services, piloting ambient digital scribes in health care, deploying smart checkout systems in retail, and optimizing production processes with digital twins in manufacturing. Prepare for the imminent retirement of many experienced workers. Organizations are redesigning work to facilitate internal rotation programs, removing age limits for apprenticeships so that anyone can train in a new subject, and creating shadowing opportunities so that more experienced workers have the opportunity — and the expectation — to help early and mid-career colleagues develop expertise. For example, Tetra Pak employs a rotation program where nearly half of each product team is reshuffled every 18 months. Staff are encouraged to select their top three preferences for rotations based on new areas or skills they wish to learn but may have little or no experience in. Cross-training employees in various domains has a long-term benefit, as employees with dexterity across multiple domains are more likely to be successful in the future as roles evolve with new technologies and business models. This will be particularly appealing for organizations facing the threat of losing decades of institutional knowledge and specialized expertise. These nine trends will shape the future of work across 2024 and beyond. Executives must evaluate which of these trends to prioritize and pilot based on criteria including: Which trends will disproportionately impact your organization? Which trends might give you a strong comparative advantage in the labor market if your organization acted on them? Which trends pose a threat to your strategic goals if you don’t act on them? While most organizations cannot act on all of these trends, those that don’t prioritize and take action on some will find themselves at a disadvantage — both in terms of talent retention and attraction, as well as their ability to meet strategic goals. Benjamin Ashley, Bing Chen, Ben Cook, Amrita Puniani, and CV Viverito also contributed to this research. Source: https://hbr.org/2024/01/9-trends-that-will-shape-work-in-2024-and-beyond
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