We all know the importance of setting goals – they help performance, team satisfaction and participation, and profitability. However, setting a good goal is not the same as achieving said goal.
One of the scientifically proven formulas for goal achievement is combining macro goals with micro quotas.
I realize that in a lot of work places, “quotas” have gotten a very bad reputation. Fair – they are often completely divorced from a larger plan, inconsequential, or damaging to morale. However, when:
- Chosen by the team; and
- Linked to a larger goal,
quotas are a very effective device to help you reach your goals.
Let’s use an example, to illustrate how macro goals and micro quotas work. Let’s suppose that you have a macro goal of increasing sales in the second quarter by 15% – you have your goal. It is precise, actionable, has a clear timeline, and is easy to measure and determine whether you hit your target, or missed.
The next step is to determine what actions are required to meet that goal. This is where working as a team really pays off – not only will you get better answers by asking your staff, but you will engage them in the upcoming execution of your collective planning.
Once you are clear on the possible actions that could lead you to your stated goal of increased revenue, it becomes important to look at historical data or market research to determine the actions that will create the most results. It is also important to allow the team to match actions to their strengths. With that information, you can assign productive actions to each team member, and set quotas (per day, per hour, per week – whatever) for those actions.
And with that, you have a plan to not only reach your goal, but a system to encourage engagement and evaluate performance.
Macro goals and micro quotas – keys to productive goal getting.
