Change your 2020 goals. Now!

Unless we work for Kroger or Amazon our goals for 2020 are not likely to be hit.

Change them.

Now.

And then let your team know. Better yet, involve your team (if it makes sense to do so, i.e. you won’t be laying those people off) in the resetting measure so that they know they are a part of the future state of the company.

Your team wants to know that you understand things have changed dramatically. If you are a metrics based, goal-setting organization and your goals involve revenue that isn’t going to be realized this year, let the team know what you intend to do about it. If you don’t yet know what the new goals will be – more relationship-based maybe – at least tell them that the old targets are tossed until further notice.

I have spoken with several clients already who tell me their own revenue will be down 60-85% from targets. If you lead a team, outside of any impending layoff or furlough, definitely let your people know that you are aware the goals set at end of last year will no longer be achievable and, therefore, new targets are going to be set.

Many people have already mentioned that they wish they heard from their leaders on this very crucial talking point and haven’t. This needs to be fixed. It is one more way to build trust through communication. We will get to the other side of this!