Uploaded March 2017 | Updated September 2026, 2 weeks ago
What do you do when your team fails to meet a goal? I go over 5 steps to get them re-motivated and on a path to reach that goal next time...
Transcript:
Hi there everybody. Cameron Morrissey here. All the goals that we set as leaders for our team, aren't necessarily going to be reached. The question becomes, when teams fall short of goals, how do you rebuild them? How do you get them motivated again and on the right track to trying to accomplish those goals or whatever new goals that you set up in their place? I want to go through five steps for rebuilding a team when they fall short of your goals. The first one is to make sure you're actually clear on your goals. A lot of times, we have goals in place of improving customer service, for instance, or improving sales. But how much? Are we looking to improve customer service from a satisfaction score of 81 to 82? Probably not. You're looking for more success than that. Are we looking to improve sales by 5%, or are we looking to increase sales by 10%? Get clear on your goals. The next part of that is they need to be realistic too. Get crystal clear and make sure that you're clear on your goals. If you aren't crystal clear on your goals, then it's hard to chart a course forward and it's hard for people to gauge where their success is on that. The second thing that you want to do is look at how you are communicating progress towards those goals. Are you communicating progress towards those goals? You might have a goal in place of people selling a certain amount over a month, but are you letting them know how much they've sold in the middle of the month? Or are you just letting them know at the end of the month when there's nothing they can do about it? What I like to say is, updating progress and communicating that progress towards goals is one of the most important things you can do as a leader to reach those. The reason for that is people have pride when they're reaching their goals. They can self-correct their behavior on things, and they can be competitive with their peers on those. Weekly is better than monthly, daily is better than weekly, but communicate that and look at how often you're communicating the progress towards your goals. The third thing you want to do is, if you didn't reach the goal, then maybe you need to have brainstorming session on how to actually take some different measures to do that. What I first recommend on this is actually bringing in, maybe, your top three employees, and having a quick brainstorming session on best practices. How are they tackling this particular goal? What are the things that they're finding that work in place? With that information, then you move on to the fourth step and that is a large brainstorming session with all of your employees. The reason you do this is you take the best practices from the prior group, but you also build a sense of ownership. When people have a stake in what's going to happen in their behavior, the course of action that the organization is going to take, they take more ownership. Make sure all ideas are welcome, and you'd be surprised how many new ideas that you can take from that. Take all of that information that you have, the clear goals that you have in place and the plan for the progress, and create milestones. That's your fifth step. You climb to the top of the staircase one step at a time. What milestones can you put in place that you can communicate the progress on, and that starts creating the plan? What you've done is you've gotten clarity on the goals, clarity on the steps to get there, you've worked on ownership, and you've created the new plan forward. Once you communicate that plan out to everybody, they have more understanding of what is going to take place that tackles that fear of the unknown, and they can get to stepping. Thanks so much everybody. Have a good one.
What do you do when your team fails to meet a goal? I go over 5 steps to get them re-motivated and on a path to reach that goal next time...
Transcript:
Hi there everybody. Cameron Morrissey here. All the goals that we set as leaders for our team, aren't necessarily going to be reached. The question becomes, when teams fall short of goals, how do you rebuild them? How do you get them motivated again and on the right track to trying to accomplish those goals or whatever new goals that you set up in their place? I want to go through five steps for rebuilding a team when they fall short of your goals. The first one is to make sure you're actually clear on your goals. A lot of times, we have goals in place of improving customer service, for instance, or improving sales. But how much? Are we looking to improve customer service from a satisfaction score of 81 to 82? Probably not. You're looking for more success than that. Are we looking to improve sales by 5%, or are we looking to increase sales by 10%? Get clear on your goals. The next part of that is they need to be realistic too. Get crystal clear and make sure that you're clear on your goals. If you aren't crystal clear on your goals, then it's hard to chart a course forward and it's hard for people to gauge where their success is on that. The second thing that you want to do is look at how you are communicating progress towards those goals. Are you communicating progress towards those goals? You might have a goal in place of people selling a certain amount over a month, but are you letting them know how much they've sold in the middle of the month? Or are you just letting them know at the end of the month when there's nothing they can do about it? What I like to say is, updating progress and communicating that progress towards goals is one of the most important things you can do as a leader to reach those. The reason for that is people have pride when they're reaching their goals. They can self-correct their behavior on things, and they can be competitive with their peers on those. Weekly is better than monthly, daily is better than weekly, but communicate that and look at how often you're communicating the progress towards your goals. The third thing you want to do is, if you didn't reach the goal, then maybe you need to have brainstorming session on how to actually take some different measures to do that. What I first recommend on this is actually bringing in, maybe, your top three employees, and having a quick brainstorming session on best practices. How are they tackling this particular goal? What are the things that they're finding that work in place? With that information, then you move on to the fourth step and that is a large brainstorming session with all of your employees. The reason you do this is you take the best practices from the prior group, but you also build a sense of ownership. When people have a stake in what's going to happen in their behavior, the course of action that the organization is going to take, they take more ownership. Make sure all ideas are welcome, and you'd be surprised how many new ideas that you can take from that. Take all of that information that you have, the clear goals that you have in place and the plan for the progress, and create milestones. That's your fifth step. You climb to the top of the staircase one step at a time. What milestones can you put in place that you can communicate the progress on, and that starts creating the plan? What you've done is you've gotten clarity on the goals, clarity on the steps to get there, you've worked on ownership, and you've created the new plan forward. Once you communicate that plan out to everybody, they have more understanding of what is going to take place that tackles that fear of the unknown, and they can get to stepping. Thanks so much everybody. Have a good one.
