How to Set the Goal for Progress Monitoring
Progress monitoring is often performed to track a student's academic progress and the effectiveness of the instruction given. However, it can also be used to track progress against a business goal. The key to goal setting for progress monitoring is to establish a goal that is specific, measurable, realistic and time-bound.
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Instructions
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Set a specific and measurable goal. For example, a goal to increase sales by 1 percent per month is more specific than a goal to just increase sales. The specific goal sets a target that the salesperson can envision and that the manager can use to show success. The manager can show success when the sales increase by 1 percent. If the sales do not increase by 1 percent within the one-month time frame, then the salesperson did not achieve the goal.
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Ensure the goal is realistic and achievable. Review the salesperson's activity over the past year. Establish a goal that can be achieved but is not out of reach or too easy. For example, if the salesperson achieved a 5 percent increase in sales each month, but the goal is 1 percent each month then the goal does not provide a challenge. On the other hand, if the sales goal is 8 percent, this makes it achievable but not out of reach. If the salesperson increases the sales by 10 percent for a month, this may be considered exceeding the goal and the salesperson may be eligible for a special bonus.
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Make the goal time-bound. Set a period of time that the goal must be reached. For example, a 1 percent sales increase per month sets a deadline on when the goal is to be met. Deadlines can be motivators.
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Tips & Warnings
If the goal must be achieved within a month, as a manager you should request progress reports each week. As an employee, keep the manager apprised of progress toward the goal and let the manager know of any obstacles that need to be removed. If the goal is long-term, set milestone objectives on the way to the final goal. This will ensure that the employee stays on track and can have small wins on the way toward the end goal.
Do not get discouraged on the way to the goal. Build in rewards on the way to the final goal. For example, if the goal is to increase sales 12 percent in a year, at the 8 percent milestone, go out to dinner and a movie with a friend as a reward for the hard work.
References
- Pearson: How do I set goals for progress monitoring?
- National Association of School Psychologists: Best Practices in Setting Progress Monitoring Goals for Academic Skill Improvement
- Student Progress: Common questions for progress monitoring
- Changing Minds: Setting goals
- Learn This: Goal setting: Tracking & monitoring
Resources
- Photo Credit progress image by lidia_smile from Fotolia.com
