Out With The O ld … IN WITH THE NEW !
LAW
MADONNA GALEANO Employment Lawyer MacDonnells Law
The start of a new year is a timely juncture to reflect and set goals for the year ahead . While we may have goals to join a gym , quit smoking , or read more , it is not uncommon for employees to set work goals for the year including achieving a promotion , reducing stress , and creating a better work / life balance .
Setting goals is not limited to employees only , in fact there is support for the view that the success of a business is defined by the goals it sets and how best they align with those of their employees . Productivity , performance , employee engagement and satisfaction are at their optimal when the goals of the individual correlate with those of the employer .
Regardless of whether you are an employee or an employer , aiming to cultivate a workplace that is positive , productive and healthy is key . To achieve this , the starting point is to have the conversation and openly discuss individual and organisational goals , with the view to developing a greater understanding of how best the employee can service the needs of the employer , and vice versa .
The key to successful goal setting in the workplace is to have the employees and the organisation engage in the following three-step process :
1 . List three main areas to concentrate on for growth . Consider both financial and non-financial goals i . e . work / life balance , improving efficiencies and streamlining processes .
2 . Evaluate the key personnel who can assist in reaching those goals . a . Employers should ensure that the position description of the employees accurately reflects the duties that the individual will be expected to carry out . If not , you should consult with the employee and revise their position description as they are important for measuring remuneration and performance .
b . As part of this criteria , consider the individual goals of each of the key personnel . Is there mutual benefit for both the individual and the business ? If employees are looking at ticking off key performance indicators ( KPI ’ s ) as part of a promotion process , make sure that the KPI ’ s are achievable and realistic .
13 . Do you have key policies in place to protect the individual and the organisation in carrying out the goals ? For example , if one of the objectives is to increase your social media presence – do you have a social media policy ? Do you know what you can and cannot post as an employee , or on behalf of your employer ?
For a successful year , we recommend :
• Documenting your goals ;
• Tracking your goal progress ;
• Reviewing workplace policies , practices and procedures ; and
• Celebrating all achievements , even the small ones !
Madonna advises employers and employees on workplace policies and performance management .
Your Trusted Advisors in the Far North for 133 Years
Your Employment Law Experts
Our Employment Law team has expertise across a broad range of industries and sectors , and provides practical advice and assistance with :
• Human Resources Advisory
• Workplace Policies and Training
• Employment Contracts
• Defending Workplace Health & Safety Prosecutions
• Unfair Dismissal Claims
• Injured Workers & WorkCover Claims
Cnr Shields & Grafton Streets , Cairns | 4030 6000 | www . macdonnells . com . au
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