Goal setting for managers

Goal setting for managers
8✨

Description

It’s great when teams reach for the stars when setting their goals. But, ethics and compliance problems are likely to happen when those goals are unrealistic or poorly thought out, causing teams to cut corners, avoid collaborating, sacrifice quality, or feel under-valued. 

Walk your teams through a constructive goal setting process with this checklist. Managers will be glad to have guidance and employees will feel challenged AND supported—all while the risk of unethical behavior decreases.

What does it cover?

Culture and Values Employee Lifecycle

Other pieces you might be interested in

Has an employee come to you with a concern?

Has an employee come to you with a concern?

You nailed your speak-up campaign. Now it's time to build on that foundation and give your managers the perfect listen-up tool to handle those delicate intake conversations. Since it’s likely that...

8✨
View
Received an Employee Concern?

Received an Employee Concern?

This elegant guide shows exactly where to go within the company when issues pop up: HR, compliance, or both. A lot of really smart managers and employees don’t know the difference between HR and...

8✨
View
Non-retaliation for managers

Non-retaliation for managers

Ensure your managers know how to address employee concerns with this helpful go-to guide. We love contrasting examples—they’re extraordinarily powerful in helping people learn appropriate behavior...

8✨
View
Creating a speak up culture

Creating a speak up culture

You can preach “speaking up” until you’re blue in the face, but if your managers aren’t echoing the message—or even worse, unintentionally discouraging it—it’s not going to make a difference. And...

8✨
View
When employees speak up, it’s important to handle their concerns the right way and to avoid anything that might look like retaliation. In six brief slides, this deck reveals everything your managers need to know when employees come to them with a concern, like how to (1) handle the conversation, (2) support their team through an investigation, and (3) avoid and address peer retaliation. Wanna pull the non-retaliation curtain back even more? Add this micromodule to the Annual Refresher Course or What to do when an employee raises a concern module, or pair it with our What is retaliation? or What is social retaliation? job aids.

Avoiding the appearance of retaliation (mini-module)

When employees speak up, it’s important to handle their concerns the right way and to avoid anything that might look like retaliation. In six brief slides, this deck reveals everything your managers...

8✨
View
How a manager can create inclusion

How a manager can create inclusion

Let’s be real, when it comes to being a manager, the people stuff is usually the hardest part of the job. And being asked to be “inclusive” can raise anxiety levels even further: How exactly do I do...

8✨
View
Empower your managers to handle conflicts of interest in a way that leads to positive outcomes for your teams AND your company. In six brief slides, this deck gives managers the information they need to reassure employees that conflicts aren’t necessarily bad—but that not reporting them is—and helps managers encourage interest disclosure. Add this micromodule to the Annual Refresher Course or pair it with our Assessing Conflicts of Interest decision tree, and watch those COI reporting numbers climb.

How to manage conflicts of interest (mini-module)

Empower your managers to handle conflicts of interest in a way that leads to positive outcomes for your teams AND your company.  In six brief slides, this deck gives managers the information...

7✨
View
ALL employees should feel like a respected part of the team, but your managers might not know specific steps that'll make this happen. In five brief slides, this micro-module covers how to incorporate diversity, equity, and inclusive practices into their day-to-day interactions, including accommodations that might be necessary. This way, they'll know what it looks like to celebrate and support differences without worrying about doing or saying the wrong thing.

How a manager can create inclusion (mini-module)

ALL employees should feel like a respected part of the team, but your managers might not know specific steps that'll make this happen.  In five brief slides, this mini-module covers how to...

6✨
View
Giving and receiving feedback (manager version)

Giving and receiving feedback (manager version)

It’s not unusual to receive a Helpline report, only to find out after hours of investigation that it isn’t a true harassment or discrimination issue—it’s a general lack of civility and...

8✨
View