As we approach the new year, many organisations will begin to create a clear vision for what they want to achieve in 2024. Supporting this vision may be a well-structured strategy, organisation-wide objectives, and employee performance goals. Performance goals are a core component of any employee management procedure, guiding employees to ensure they’re fully aware of what is expected of them and how they can achieve this. There are a number of performance goals that motivate employees to improve and develop, take better ownership of their roles, and maximise their job performance. Let’s explore some performance goal examples and how they can be achieved with e-learning in 2024.
Soft skills development
When onboarding a new starter, employers will likely make core ‘hard’ skills development a key performance goal. However, employees who don’t also possess or develop essential soft skills are unlikely to achieve their full potential. Indeed, 61% of professionals say soft skills in the workplace are just as important as hard skills. With this in mind, employers should also prioritise soft skills development and formulate a performance goal with this objective in mind.
Essential soft skills such as critical thinking, problem-solving, and communication (listed in Forbes’ top 10 most in-demand skills in 2024) can support employees in all areas of their job role and can set them apart from other employees – an important aspect of succession planning.
To create soft skills performance goals in 2024, employers should identify which skills an employee is lacking or ask an employee which skills they wish to develop. With this information, employers can create a personalised learning plan using a learning management system (LMS), that sets out a path for employees to follow.
To measure whether employees are putting their soft skills to good use in the workplace, managers and employers can deploy the 360-degree feedback performance management process to incorporate department or companywide feedback on employee performance. For example, an employer can ask staff members to anonymously provide feedback via a performance management system on whether an employee demonstrated strong decision-making skills throughout a particular group project.
What are soft skills and how can you develop them with e-learning? Find out here.
Customer satisfaction goals
For organisations providing a service, customer satisfaction is a top priority. To achieve high levels of customer satisfaction, employers often create customer satisfaction goals for customer-facing employees, such as sales staff. To achieve these goals, employees are required to retrieve a set number of customer feedback forms or engage with customers regularly. To further support these goals in 2024, employers can use their LMS to deliver customer training.
Much like an LMS can be used to deliver employee training programmes, it can be used to communicate a company’s services and products, including how to get the most out of them, their features, and any benefits, to customers. L&D admins can create customised customer training environments that are focused on the customer audience rather than employees. With an increased product knowledge, customers will increase the ROI of their products and services and service providers can expect reduced support time for in-house support teams along with increased customer loyalty.
Ensuring that customer training opportunities are afforded to customers, employers can use the customer satisfaction performance goals to set a minimum requirement for customers accessing training modules. Using LMS reporting tools, managers can measure the number of customers who have completed training modules and monitor engagement levels.
Visit our customer training use case page to find out more.
Increase collaboration with employees
86% of employees in leadership positions cite lack of collaboration as the top reason for workplace failures, so making employee collaboration a core performance goal in 2024 should be a top priority for any business.
Collaboration goals ensure that team members work together with the same objectives in mind, increasing productivity levels, developing collaborative working skills, and forming better interpersonal relationships in the workplace. To accomplish this, employers can use social and collaborative tools and features in a learning experience platform (LXP).
With an LXP, employees are able to work together on projects or learning opportunities in real-time, sharing resources and engaging with one another through forums, discussion boards, and comment sections. LXP users can create their own content, sharing skills and knowledge with their peers and collaborating with team members to help create a highly skilled workforce. When organisations use an LXP, admins and managers have full visibility over who is or isn’t contributing, using automated reporting tools to measure engagement levels.
What is an LXP? Read our ultimate guide.
Leadership development goals
When organisations implement a successful succession planning strategy, they enjoy increased employee ROI, higher employee satisfaction rates, and reduced staff turnover. However, there are a number of essential processes that help support this strategy, including setting leadership development roles.
When considering which employees should progress into a leadership role, employers need to measure leadership skills, including people management skills, decision-making skills, and conflict resolution. To ensure all employees have a fair opportunity to progress into a leadership role, they can enrol on leadership development courses within an LMS. For those employees who have expressed an interest in progressing into a leadership role, employers can monitor their progress in completing the course and meeting objectives.
Equally, employers can ensure that existing leaders are continuing to evolve and grow, checking that managers and senior employees are providing the best support for their teams. One way to achieve this in 2024 is to use feedback avenues within a performance management system, encouraging managers to create plenty of opportunities for employees to provide and receive comprehensive feedback.
Find out more about performance management systems by reading our ultimate guide.
Knowledge sharing goals
The most effective way to create a well-rounded and highly skilled workforce is to encourage peer-to-peer knowledge sharing. Excellent for both new starters and experienced, peer-to-peer knowledge sharing has proven to be highly beneficial and impactful.
Employers can create knowledge-sharing goals to encourage employees to regularly share information, skills and past experiences. This can be carried out using e-learning tools and platforms such as user-generated content in an LXP or virtual webinars and seminar sessions created via an LMS. Additionally, managers can appoint subject matter experts (SMEs) with specialist goals – such as creating two new training resources a month.
Discover five effective training methods that can be delivered with an LXP.
Achieve your 2024 L&D and performance goals with Hubken
With a vast number of L&D needs and a variety of personalised performance goals, you need an e-learning solution that is flexible and robust enough to help your organisation thrive in the coming year. Find out what Hubken can do for you by visiting our HubkenCore page or get in touch with one of our e-learning experts today to find out more.
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