Skip to content

Developing Team Goals in 5 Easy Steps

As we start developing workplace strategies, it’s impossible to ignore the importance of team goals. If you want to be an outstanding manager, you must take the strengths and weaknesses of your team and work together towards the same goals.

If you want to be an outstanding manager, you must take the strengths and weaknesses of your team and work together towards the same goals. Without team goals, it can be challenging to achieve the same result. Today, we’ll focus on developing team goals that push every member of your team to do better.

1. Start by brainstorming

The first step is to brainstorm. Sit down with your team and write whatever goals come to mind. Pose a question to your group and let each member write down their answers to see what goals they feel you all should work on as a team.

Then, use these findings to find patterns. More often than none, you’ll find that your team members share similar goal ideations. Write down the expected responses and make them your priority. 

2. Write down how company goals and team goals align

Every team needs to align its goals with the business strategy. Teams should be helping businesses reach their long-term goals. Be sure your team understands the more prominent company vision and goals and that your work aligns with that vision. It’s easier for teams to work on goals that they feel contribute to the company’s success. 

3. Allow team members to have individual goals

Being a leader doesn’t mean micromanaging everyone. It’s important to let your team set individual goals within the team’s framework. Self-management will develop a sense of accountability and clarity. As you decide on the team’s goals, determine the individual ones. 

When teams set their own short-and long-term goals, it helps them stay motivated and focused on their performance. Eventually, individual, team and company goals align to everyone’s benefit. 

4. Use the SMART system

No matter what kind of goals you set out for your team, you must choose a structure. Studies show that having clarity when setting goals is key to achieving set goals. Out of all the methods, the best one is the SMART system:

S: Specific

M: Measurable

A: Attainable

R: Realistic

T: Time-bound

For example, a team goal using this system could be: “Send a client update via email every Friday by 5 pm.” 

5. Measure and reassess

Now, you have to keep track of your team’s progress. Depending on the goals, you can set sub-goals, tasks, or milestones that get you closer and closer to that goal. Eventually, you’ll have to decide what metrics you’ll use to measure success.

For example, using the client update example before, you could measure this goal by ensuring that your team sends at least four updates by the end of the month. If this was achieved, your team completed a goal. 

Wrapping it up

Team goals are fundamental to the business mission. Hopefully, from this article, you’ll see that setting goals aren’t as complicated and that you can quickly adapt the method to your team and organization. Figure out the system that works for you and start setting short-, mid-, and long-term goals for you and your team.