The advent of a new year brings with it resolutions, planning, and goal setting. People look at the New Year as an opportunity to wipe the slate clean and start afresh. In such a scenario, the kind of resolutions we make become very important. Besides the very personal goals such as losing weight, or hitting the gym, we need to channelise the resolutions towards development of the self as well as that of the organisation.

So what are the goals we set for ourselves when it comes to the workplace? Do we look at goals that would not only benefit us but also help the organisation grow? Goals when set in tandem with the organisation, brings about a synergy for positive growth and workplace happiness. We would then feel motivated to work on our resolutions without letting it fizzle out after a week. These resolutions could involve others as a team. The team could support and egg each other on working towards the desired goals. These collective resolutions in agreement with co workers help nurture the workplace and the individual. Some collective resolutions could be anything ranging from strengthening an area of business or adopting and implementing the latest technology such as cloud computing at the workplace. What is important is that for accomplishing such a task, development of the individuals in the team become important. It could be something as simple as acquiring the skills and knowledge on the business or technology, or building resources for development of the business. So this way, the individual enhances his/her skills and the organisation achieves a spurt in growth of its business. This planning could be for a short term of even one year or a long term extending to more than three years. Not losing focus on the goal, and setting the sight on achievable goals would be the key criterion.

How can a company achieve this?

First and foremost, the organisation needs to identify individuals whose goals are in sync with the mission and vision of the company. The next step would be to arrive at a suitable goal that is mutually beneficial. To arrive at such goals, the management could through discussion list out the individual goals and then do brainstorming on how to take the company forward. This healthy discussion could help zoom in on common goals. The third and final step would involve chalking a path towards fulfilment of this goal. Sheer brainstorming and planning on paper is not a foolproof method in carrying forward the mission. The company needs to provide the necessary infrastructure, funding, clientele and support. The management must lead by example spearheading the initiatives. The team must not be allowed to forget the collective goal. For this, suitable review processes must be in place with passionate leaders at the helm to guide the team. Short term targets could be planned with suitable incentives and rewards for achievement. The review processes help identify if the project is on course and identify blind and weak spots.

How can the employee sustain and achieve his resolution?

An individual can still succeed provided his goals are clear and it is in sync with the organisational goals.

What is required is acceptance of his/her strengths and weaknesses and a passion to succeed and excel in the task. This drive would help stay in focus on the goal. A happy employee is one who not only derives satisfaction from his/her achievement but feels passionate about the organisational achievements. When the goals are in sync, there is a selfless need to excel and the competition within the team remains healthy. Therefore when resolutions are made which matches the organisational goals, the sky is the limit. All that is required is a supportive team leading to a happy and cheerful workplace.

Rekha Murali