You're managing employees with diverse skill levels. How can you set goals that challenge and motivate them?

Imagine your team as a number of combination locks. All have a unique combination to be opened. As a leader, it’s your job to learn those combinations and unlock your team’s potential. Better understanding of the individuals on your team will drive you to position them for success. Be the leader you would follow.

Create team-based goals that require collaboration and input from all skill sets. This allows junior members to learn from senior colleagues and vice versa while working towards a shared objective

Para definir metas que desafiem e motivem funcionários com diferentes níveis de habilidade, é importante considerar as habilidades individuais de cada um e estabelecer objetivos realistas, porém desafiadores. É essencial comunicar de forma clara e transparente as metas a serem alcançadas, oferecer suporte e recursos necessários para que os colaboradores consigam atingir esses objetivos e proporcionar feedback constante para monitorar o progresso e oferecer orientações para melhorias. Além disso, é importante reconhecer e recompensar o esforço e o desempenho dos funcionários, incentivando-os a se superarem e atingirem seu máximo potencial.

I take the time to listen to my employees to understand what motivates them. I ask my employees to tell me about previous positive experiences they have had and I use that to better understand what drives them. Then, I engage them in scenarios, I ask them to describe to me how they would address certain situations and why they would go about doing it in certain ways. This helps me understand what motivates them. Finally, I always make sure that my employees understand how their work contribution fits in the bigger picture and I emphasise the importance of their contributions.

One huge skill a manager should have is the ability to read his/her employees’ points of strengths and weaknesses. On that basis, this will allow for applying the proper SMART goals individually. The more you read your employees, the more you’ll get from them.

While Setting a SMART GOAL for every individual, Include another goal called SMARTI- I for Initiatives- Clearly define what initiatives the employee must take for each Quarter. Examples-, CSR, Recreations/ Fun activities, Tech or non tech trainings etc., Such "I" factor will not only help individuals to collaborate well, also will make the workplace a happy and prosperous one. Define your own KPI however applicable and measure them with a simile :). Want to try ?

I have experienced, you have to develop smart goals as per the level and understanding of your attendee. For example an active and sharp member of your team can absorb a long request which he further completes step by step on his own. Contrary to that a member of your team who has difficulty in understanding your request or instruction, you have to break down the main goal into smaller targets and communicate step by step.

Smart Goals: by setting a specific, Measurable, Achievable, Relevant and time bound goals that align with each employees strength and development needs. Tiered Goals: By Establishing a tiered system with incremental goals, allowing employees to progress and grow at their own pace. Regular feedback: by Providing a regular feedback and coaching to support employees in achieving their goals.

Interessante aplicar um DISC para toda a equipe e conhecer os perfis profissionais de cada um, para, com isso, trabalhar os SMART Goals, alinhando as perspectivas de cada um com as perspectivas do departamento e da Companhia como um todo.

Encourage employees to take on new responsibilities and challenges. Provide training, mentorship, and opportunities for professional development to help them grow and improve.

Encourage staff is a key to achieve enhance their performance. Delegating tasks and asking them to perform at a higher level than their current level with support and guidance will significantly help increase overall growth of staff. Manager should not underestimate staff performance ability based on one or two incidents as they do not make precedence always. Encourage staff to take calculated risk for their growth.

Em nossa visão, não basta apenas criar novas responsabilidades e desafios, mas sim, promover treinamentos, ter a coragem de investir no profissional, entender quais são as metas dele dentro da empresa e como a empresa poderia investir nele para que ele cresça e desenvolva o seu trabalho.

Many companies may fail in this area. Majority of companies after probation period, instead of providing a mentorship to improve their skill they relieve their employee due to lack of performance. Just instructing them to do the work really doesn't make any changes instead invlove them in projects will encourage them to grow in the area.

I'm always up for people being encouraged to grow their skills on site. The more your workers know the better it is for everyone.

Feedback is a gift, getting feedback from a manager/leader as you work towards goals is one of the best things a manager can do to help their employees. Giving feedback using the SMART method can often times be the difference in making or breaking the goals you've set. Specific Measurable Achievable Relevant Time-based

Distinguish individuals and guide them in a different way. Some has to get close and more regular feedback and other need more freedom to grow.

Provide regular, constructive feedback to help employees understand their progress and areas for improvement. Focus on specific behaviors and outcomes, and offer actionable suggestions for growth.

Definitely always welcome any feedback whether it's positive or negative. If mistakes are made or things go awry then people should always be able to give feedback.

I’ve always whole heartedly believed in giving feedback whether it’s positive feedback or a opportunity to coach, personally I have found that while positive feedback and recognition is always nice, I don’t myself do what’s right for positive feedback I do it because it’s what I’m susspose to do. However constructive criticism and coming forth when I make a mistake is how I’ve developed into the level of professional that I have become, if I’m wrong tell me I’m wrong and I will learn from it and remember it next time the situation arises. If you don’t let a person learn from a mistake you as a manager failed your fellow employee as well as yourself when you could have just as easily coached them and made them a better member of the team.

Foster a collaborative environment by encouraging teamwork, open communication, and knowledge sharing. Assign projects that require collaboration and provide opportunities for employees to work together.

Collaboration between different sections or even same sections of work creates team building and allows employees to learn from each other, as a leader you need to colaborate with employees, but as a leader you should be open to their ideas aswell even if it sounds far fetched. The more the employee feels like they have a voice in a business the harder they will work and the more they will want to help each other which in turn helps the business

Regularly reflect on employee performance and adjust goals as needed. Monitor progress, and if an employee is struggling, provide additional support or adjust the goal to ensure they remain motivated and challenged.

Basada en mi experiencia, los objetivos que son establecidos y ajustados con la ayuda y opiniones de los equipos que los alcanzarán, son más fáciles de asimilar e interiorizar. No olvidemos que por más que los objetivos sean desafiantes y coherentes, si el equipo (o una buena parte de él): - No los entiende - No cree que sean relevantes - No cree que estén en favor de la mejora del trabajo actual - Piensan que solo fueron establecidos por los altos mandos sin considerar sus opiniones y/o el bienestar de sus miembros Solo estaremos hablando de objetivos plasmados en papel y no habrá compromiso alguno en alcanzarlos.

SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound—are a proven framework for setting clear and attainable objectives. When managing a diverse team, it’s important to customize these goals to fit each employee’s skill level.

Provide the resources and tear down barriers for your employees. Your job as a manager is to make them a clear way without forseen obstacles to their goal. Anyway there will be surprises they have to handle.