event manager performance goals examples

Event manager performance goals examples how to#

Inspiring more commitment, creativity, and effort from team members, birthing new ways of doing things, and discovering hidden talent.

Stimulating peak performance in employees and encouraging giant leaps of innovation across the organization.

Your teams can see the company's long-term vision, what peak performance looks like in the short term, and how their role contributes to it. Your stretch goal is grand and calls for rethinking current processes and solving more expansive problems for your market.

Your SMART goal is specific, measurable, achievable, realistic, and time-bound.

Stretch goal: Increase revenue by 500% and become a European market leader in four years.

SMART goal: Increase revenue by 20% in the next quarter.

Here's an example of the difference between SMART and stretch goals: The juxtaposition between the stretch and SMART goals creates direction for your teams, clarifying the organization's vision, roadmap, and minimum targets for employees.

It's best to set stretch goals alongside regular SMART (Specific, Measurable, Attainable, Relevant, Time-bound) goals. Regardless of the outcome, they breathe new life into uninspired work environments and challenge teams to create better results. There are several reasons why stretch goals are beneficial. If a stretch goal is not expected to be achieved, why then do we set them? Are we setting our teams up for failure?

Achieving a substantial fraction puts your company ahead of peers and teaches your team valuable lessons. Stretch goals are deliberately set out of reach. When it's missed, it should not be judged as low performance. When a stretch goal is achieved, it's recognized as high performance. They are set to inspire growth and counter complacency in teams. Stretch goals are not expected to be achieved one hundred percent. It is intentionally set above normal standards to attract exponential rewards, opportunities, and experience. What is a stretch goal?Ī stretch goal is a high-effort and high- risk goal.

Event manager performance goals examples how to#

As a leader or manager, how you set and communicate stretch goals to your team is critical.īut what is a stretch goal? How do you benefit from them while tackling their challenges? This article defines stretch goals and explains how to get the best results from them in your organization. However, if not managed correctly, stretch goals can create a disconnected work environment and demotivate employees. Research has long indicated that setting goals is associated with success, so it should be a priority of your team to focus on them. Setting goals are associated with increased self-esteem and autonomy, while a study by The American Society for Training and Development (ASTD) found that the probability of completing a goal increases by 25% if you consciously decide to work towards that goal. If you want to boost motivation among your team, stretch goals just make sense. They improve employees' mindsets and strengthen team bonds. Stretch goals can move a team to new levels of competence and productivity. When they are, the results are exponential, attracting rewards and opportunities and boosting your teams' confidence. Stretch goals are aggressively ambitious and rarely achieved. These are audacious, scary, and almost impossible goals that inspire your team to go beyond their normal abilities to create novel approaches and solutions. To achieve your biggest goals, gain or maintain industry leadership, or attract wide brand recognition, it may be necessary to set stretch goals.