How to Set Objectives for Managers

Small businesses in Richmond have a unique opportunity to reflect on their achievements, learn from challenges, and set the stage for a successful upcoming year. At InUnison, we understand that great mid-level managers are key to building high-performing teams. If you haven’t made training and setting objectives for your managers a top priority, perhaps it’s time to reconsider. Here’s why:

The Managerial Landscape in 2023

According to Gartner, 60% of HR leaders have ranked “leader and manager effectiveness” as their #1 priority for 2023. Yet, a staggering 65% of managers feel underprepared and struggle in their roles. The significance of having good managers is further emphasized by the fact that 56% of employees consider having a good boss as one of the most critical factors for staying with their company. However, there’s a disconnect: while 64% of managers are “highly confident” in their leadership abilities, only 37% of employees are impressed with their boss’s management skills.

It’s evident that effective management is vital to business success. But how do objectives play into this equation, and how can businesses identify the right objectives for their managers?

Objectives for Managers: Guiding Success

Objectives for managers are specific, measurable, and achievable targets that guide their actions and responsibilities within an organization. These objectives play a crucial role in the success of a manager’s role and the overall organization. A manager’s job extends beyond helping their team achieve goals; they also need support and clear direction.

Managerial Objectives: A Comprehensive Overview

• Personal Professional Development Objectives:
  • Individualized goals aimed at enhancing a manager’s leadership and personal skills.
  • Focus on improving competencies such as communication, conflict resolution, and leadership abilities.

• Business Growth Objectives:
  • Centered on driving the expansion and success of the organization.
  • Includes specific targets related to revenue generation, market share, or cost reduction.

• Employee Development Objectives:
  • Focused on fostering a positive work environment and improving team members’ performance and satisfaction.
  • Involves enhancing team skills, increasing employee engagement, and conducting regular performance appraisals.

• Recruitment Objectives:
  • Involves the process of acquiring top talent to meet the organization’s staffing needs.
  • Encompasses defining recruitment strategies, participating in candidate interviews, and ensuring a diverse and inclusive workforce.

• Objectives and Key Results (OKRs):
  • Utilizes the OKR system for goal setting at all levels of the organization.
  • Aligns and motivates teams and individuals to reach personal and professional goals.

Examples of Manager Objectives

Personal Professional Development Objective Examples:

Objective: Improve Industry Knowledge

• Key Result 1: Complete 3 industry-related online courses or workshops.
• Key Result 2: Write and publish 5 industry-focused articles or reports.
• Key Result 3: Attend at least 2 industry conferences or seminars.

Objective: Network with Managers from Other Companies

• Key Result 1: Attend 3 industry-specific networking events or conferences and make at least 10 new connections.
• Key Result 2: Host a monthly cross-company peer learning session with at least 2 guest speakers.
• Key Result 3: Collaborate on a joint project with a manager from another company to gain new insights or solve a common problem.

Business Growth Objective Examples:

Objective: Reduce the Cost of Resources

• Key Result 1: Decrease overall resource costs by 10% within the quarter by identifying and implementing cost-saving measures.
• Key Result 2: Conduct a thorough resource audit, identifying areas with the highest costs and creating specific cost-reduction plans for each area.
• Key Result 3: Monitor and report on resource cost reductions on a monthly basis.

Objective: Improve Quality Standards

• Key Result 1: Develop and implement a quality improvement program, resulting in a 15% decrease in defects or errors reported by customers.
• Key Result 2: Conduct regular quality audits and achieve a 95% compliance rate with established quality standards.
• Key Result 3: Implement a training program for team members to enhance their skills and knowledge, resulting in a 10% increase in the quality of work produced.

Employee Development Objective Examples:

Objective: Improve Employee Retention

• Key Result 1: Implement a feedback system that allows employees to voice concerns and suggestions, aiming to address at least 80% of the concerns raised.
• Key Result 2: Provide career development plans to at least 90% of employees, aiming to retain and develop top talent.
• Key Result 3: Conduct exit interviews and analyze the feedback to identify trends and implement retention strategies, aiming for a 10% increase in employee retention over the quarter.

Objective: Implement Peer Mentoring Programs

• Key Result 1: Establish a peer mentoring program where at least 80% of team members participate as either mentors or mentees.
• Key Result 2: Evaluate the effectiveness of the mentoring program through feedback and surveys, aiming for an average satisfaction rating of 4 out of 5.
• Key Result 3: Measure the impact of peer mentoring on skill development and career progression, aiming for a 15% increase in mentees’ skills and advancement.

Recruitment Objective Examples:

Objective: Network with Prospective Talent

• Key Result 1: Attend at least two industry-specific conferences or networking events per quarter, with a goal of establishing connections with 20 prospective candidates.
• Key Result 2: Actively engage on professional social networks, such as LinkedIn, by sending connection requests and initiating conversations with at least 50 prospective talent within the quarter.
• Key Result 3: Schedule and conduct informational interviews with at least 10 high-potential candidates to assess their skills and potential fit within the organization.

Objective: Increase Efficiency of Onboarding

• Key Result 1: Streamline the onboarding process, reducing the average time from a new hire’s start date to full productivity by 20% within the quarter.
• Key Result 2: Develop an onboarding feedback survey for new hires and achieve a minimum satisfaction rating of 4 out of 5 on average.
• Key Result 3: Implement training sessions for managers and team leads on effective onboarding practices to ensure a smooth transition for new employees, with a goal of reducing turnover among new hires by 15% within the quarter.

Management Training and Coaching: Investing in Excellence

Effective managers play a crucial role in motivating and enabling their direct reports to perform at a high level and reach their full potential. While some individuals may possess innate leadership traits, most great leaders become who they are through continuous learning and growth.