To effectively implement business strategies, managers must ensure that their teams understand and engage with team goals, and senior management must manage and coordinate the goals of each department. Without visibility of their goals, operational teams can get mired in their daily routine, gradually losing their motivation and energy. What are the advantages of precisely defining goals by department and then following them? How can you set and manage your teams’ annual goals? 

The benefits of setting clear annual goals for your employees 

Today more than ever, employees are searching for meaning in their daily work life. To work effectively, they need to understand the purpose of their activities, as this facilitates smooth teamwork and greatly increases team motivation. Sharing a clear vision of team goals is necessary if everyone is going to work toward the same objectives and work efficiently together. In addition, linking bonuses to goal achievement is a good way to motivate your team. Of course, the bonuses must be calculated based on the targeted goals and adjusted according to overall company status (restructuring period, projects that impact daily operations, the industry’s economic context, etc.). Make sure that goals are pragmatic and achievable, so your teams’ enthusiasm can be sustained. 

Monitoring Annual Goals with a Collaborative Tool 

As we’ve said, setting clear goals is essential. But following and, if necessary, adjusting them is equally important! Using a shared table gives the senior management team a global view of the progress of each department. Managers can have a macro view on activities or, alternatively, go deep into the details of individual employee goals. A collaborative tool might include: 


  • Employee name  
  • Department (General Services, Marketing, Human Resources, Commercial etc.)  
  • Goals (organize seminars, write the blog, diversify your HRM skills, double turnover, increase customer satisfaction, etc.)  
  • Progress 
  • Description (ensure the presence of at least 100 people, publish one article per week on the company’s blog, create and take charge of service validations, etc.)  
  • Bonus percent  
  • Approved or not 
  • Comments 

The manager of each team can split the goals into sub-goals. The idea is to identify progressive steps that converge toward the final goal. Ideally, employees will be able to see their own progress as well as progress toward larger team goals immediately. The manager will be able to adapt to the needs of each team by multiplying interactions with the employees. This will encourage them and thus promote the achievement of the goal. Frequent exchanges with team members make it easier to notice when an employee lacks skill, so they can be addressed through training. 

The annual goals of a company depend on a variety of market parameters and the characteristics of the individual organization. To get everyone focused on these goals and working together effectively, try the collaborative customized tables offered by RowShare!