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How to Set 2022 Goals for Your Team

How to Set 2022 Goals for Your Team

Employer Tips / December 2, 2021

It’s that time of year again! The New Year. Out with old habits and in with new, better habits. In other words, it’s time to set 2022 goals for your team. Specifically, goals should be specific, measurable, and time-sensitive. They aim for success. To set 2022 goals, you need a vision and a map to get there. As a leader, you have to rally your employees, assign responsibilities, and hold everyone accountable for accomplishing those tasks. Here’s how you can set 2022 goals for your team.


Identify the big picture

 Work with the individuals on your team to identify their vision, mission, and values for both their professional and personal lives. Find out what matters the most to them. Ask them where they see for themselves right now and in the future. What’s their mission, their sense of purpose? Furthermore, why do they get out of bed in the morning and what do they hope to contribute to the company or the greater community?


Establish the SMART goals

 SMART is an acronym to help you develop goals that you can pursue more effectively. To demonstrate, goals must be Specific, Measurable, Attainable, Results-oriented, and Timely. In other words, write them so that they’re precise, quantifiable—as in ‘increase output by 10%’—realistic, focused on the outcome, and possible within that given deadline. Can you imagine how frustrating it’d be to work towards a goal that’s vague or confusing? Or worse, impossible?


Map out the process

 Time to delegate! Divvy up your employee’s goals into short-term—those in the 1 to 3 month range—and long-term goals—the 6 to 9 to 12 month range. Equally important to goal setting, try to anticipate some of the obstacles and challenges that might lie ahead of them. Map out a plan to overcome them, what they can do to achieve the goals, and when.


Jot it all down

 Keep those goals in a safe place. Encourage your employees to share their goals with their families, friends, and coworkers, so they have help, support, and cooperation from other stakeholders. As a result, having other people who can check in on their progress will help them stay focused and disciplined.


Design an accountability process

 After your write down those goals, establish a plan of when to check in, revisit the goals, and check progress. You can always reevaluate the goals, change the measurable quantity, or adjust the deadline to make it more realistic. Encourage your team to keep an open mind and not to give up when they encounter a setback or make a mistake. Naturally, the more supportive you are and the more confident they feel, the more likely they are to achieve their goals.


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