{"id":19699,"date":"2020-07-22T11:10:56","date_gmt":"2020-07-22T10:10:56","guid":{"rendered":"https:\/\/www.intercom.com\/blog\/?p=19699"},"modified":"2024-07-12T17:39:04","modified_gmt":"2024-07-12T16:39:04","slug":"goal-setting-framework","status":"publish","type":"post","link":"https:\/\/www.intercom.com\/blog\/goal-setting-framework\/","title":{"rendered":"The magic of goal setting: A simple framework for managers and teams"},"content":{"rendered":"

How can you make sure, on a Monday, you\u2019re doing the right things all week long<\/em> \u2013 not just as an individual, but as a manager, across your team and organization? How do you help your team focus and make meaningful progress, so that at the end of the week, you go home knowing you spent energy on the most important work?<\/p>\n

Finding the answers to these questions and putting them into practice is critical to scaling your impact as a manager and individual. This is true especially now, while we’re all still navigating through a rapidly changing world, and maintaining focus at work can be incredibly challenging.<\/p>\n

At the individual level, the impact of goal setting is positive but limited, but put into practice team-wide, good habits ensure companies avoid seeing talented teams chase work rather than drive outcomes<\/a>.<\/p>\n

Focus on the right work across teams<\/h2>\n

We all know that as an individual, it\u2019s easy to procrastinate the hard, important work and focus on those tasks that give a dopamine hit instead<\/a>. As a manager, it\u2019s even harder to support outcome-focused work on a day-to-day, week-to-week basis<\/a>. Fundamentally, it\u2019s tough to course-correct how other people prioritize their time before it\u2019s too late. Organizationally, work divided across individuals and teams is hard to drive; the goal \u2013 the contribution to the business and customer experience \u2013 all too easily gets lost in the shuffle.<\/p>\n

“There\u2019s a shockingly simple method we use at Intercom to ship fast, quality product”<\/p><\/blockquote>\n

Fear not. There\u2019s a shockingly simple method we use at Intercom to ship fast, quality product. No fancy tools or training required. You only need to allocate five minutes on Monday and five minutes on Friday. You already have everything you need to create a team habit that will increase your output, alignment, and satisfaction<\/a>.<\/p>\n

First, take five minutes on Monday<\/h2>\n

Open up Google Docs and create a doc for each functional team (this works especially well for Product, Design, and User Research. We typically track engineering goals in slightly more purpose-built tools.) You\u2019ll need the names of your team members and three columns, \u201cGoal\u201d, \u201cHit?\u201d, and \u201cComments\u201d by week. Our template looks like this:<\/p>\n

<\/p>\n

Have each team member add their goals for the week \u2014 regardless of reporting structure or time zone (this includes you!). Try to get them in by noon. This creates immediate transparency and accountability. Imagine, every PM can see what every other PM is trying to achieve that week at a glance, should they choose to scan the goals of the broader team. We create distinct docs for each functional team and even one for leadership teams. That\u2019s right, all the directors in our product organization and our SVP share goals weekly via this doc. This ensures we build great habits around weekly results.<\/p>\n

Give feedback and manage through your team\u2019s goals<\/h2>\n

We care a lot about the difference between a task and a goal. \u201cInterview three people\u201d is a bad goal. You already have it on your calendar and it will likely happen no matter what. A good goal should be something you have to push to make happen. You\u2019ll likely need to carve out time to make it a reality. For example, \u201cMake a new PM ladder and get feedback from directors\u201d or \u201cDeliver an inspiring, clear message on our strategy and the evolution of our teams at All Hands\u201d might fit the bill. We\u2019ve written more about setting effective goals here<\/a>.<\/p>\n

“These five minutes set your team up to do the right work all week long”<\/p><\/blockquote>\n

Set aside time on Mondays to review your team\u2019s goals. The time you spend reviewing your team\u2019s goals and giving feedback on relative priority, what is missing, or how something is framed is incredibly high leverage \u2013 these five minutes set your team up to do the right work all week long. If reports don\u2019t hear from you about their goals, they are implicitly approved.<\/p>\n

Second, take five minutes on Friday<\/h2>\n

At the end of the week, everyone marks Y\/N against their goals, sometimes adding comments as to why the goal was missed or linking to supporting documentation. Looking back, this makes it easier to remember what everyone set out to do and whether they were able to achieve it.<\/p>\n

Remember, this isn\u2019t a \u201ctop three\u201d to-do list \u2013 this is a list of the most important outcomes each person believes they can and should achieve by the end of the week. It\u2019s intended to be simultaneously attainable and ambitious. Individuals are responsible for adjusting their calendars, setting up the right conversations, and doing \u201cwhatever it takes\u201d to hit their goals. This empowers you and your team to make your week conform to your will by explicitly allocating time to goals.<\/p>\n

Impact through transparent team goal setting<\/h2>\n

Sometimes you have to see it to believe it. Take a look at this illustrative, scrubbed list of goals. Every team member can see their manager\u2019s goals for the week, too!<\/p>\n

<\/p>\n

The power of this framework is in its simplicity \u2013 that is what makes it easy for everyone to adopt into their weekly rhythm and creates natural transparency and accountability. Good team habits, after all, are the foundation of strategic, high-impact work, and determine the long-term success of every organization.<\/p>\n

Avoid the task trap. Help your team step off the hamster wheel and focus their energy on what really matters.<\/p>\n

\n

Do you want to do high-impact work every week? We’re hiring<\/a>, and we’d love to hear from you.<\/p>\n\n","protected":false},"excerpt":{"rendered":"

How do you help your team focus and make meaningful progress, so that at the end of the week, there is a shared feeling of accomplishment? We use a simple framework to make sure everyone is doing high-impact work.<\/p>\n","protected":false},"author":390,"featured_media":19703,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"category":[5],"tags":[15060,15059,62],"coauthors":[15058],"class_list":["post-19699","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-product-and-design","tag-goal-setting","tag-goals","tag-product-management"],"yoast_head":"\nGoal Setting: A Simple Framework for Managers and Teams<\/title>\n<meta name=\"description\" content=\"How do you help your team focus and make meaningful progress? 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