Guide: Effective ways to measure and achieve strategic goals.

Introduction to measuring goals

Measuring objectives can be done in different ways, depending on the type of objectives set and the specific results desired to be achieved. Objective measures such as sales figures and production volumes provide a clear picture of tangible progress, while subjective methods such as surveys can provide insights into softer values such as customer satisfaction and employee satisfaction. In addition, expert judgement can add valuable depth and nuance to the assessment of specific conditions, and self-assessment can be used to quickly evaluate growth targets.

To create an overall picture of how well an organisation is equipped to achieve its goals, a condition index can also be used, which provides a percentage overview of conditions met. By using a combination of these methods, organisations can ensure a comprehensive and effective follow-up of their strategic goals.

Key figures and measurement in GoalEnvision

Measuring strategic goals and assessing the status of the conditions is a central part of GoalEnvision. By using different types of goals and associated key figures, companies can clearly see their progress and adjust their strategies to achieve the desired results.

 

Measurement of strategic goals

In GoalEnvision, you can measure goals in different ways, depending on the type of goal involved:

1. Measuring with a measure:

• This method involves using objective metrics, such as sales figures or production volumes, to quantify progress. An example could be to measure the turnover increase in kroner or percentage.

2. Measurement through surveys:

• Here, subjective data is collected through surveys to gain insights into, for example, customer satisfaction or employee satisfaction. Questions can be asked such as "How satisfied are you with our service?" and the responses are analyzed to provide a picture of progress.

3. Measurement through expert judgments:

• Expert opinions can be used to assess conditions. Experts in the field make an assessment of how well the condition are met and this is converted into measurement values.

4. Measurement by self-assessment:

• This is often used for growth targets where an own assessment of how close you are to the goal may be sufficient. It can be in the form of a percentage assessment of goal achievement.

5. Measurement with a condition index:

• A condition index is used to measure and visualize the status of the necessary condition to reach strategic goals. The condition index shows how many of the goal's condition are met and presents the result as a percentage. By using an index, companies can get a holistic picture of how well the basic condition, such as resources, skills and energy, are met. The condition index can be broken down into different categories, such as structure, capability and energy, and provide a color-coded indication (red, yellow, green) to quickly identify areas that need to be addressed.

 

Examples of when different ways of measuring goals fit well

• Measuring with a measure:

• Increased sales: Use sales figures to measure turnover or number of units sold.

• Productivity: Measure the number of units produced per unit of time.

• Cost reduction: Measure reduction in costs in kroner or percentage.

• Measurement through surveys:

• Customer Satisfaction: Collect feedback from customers about their experience with services or products.

• Employee satisfaction: Measure employee satisfaction with work environment and company culture.

• Brand Awareness: Evaluate how well known the brand is among the target audience.

• Measurement through expert judgments:

• Quality control: Have experts assess product quality or service quality.

• Risk Management: Assess risk levels and vulnerabilities in business processes.

• Innovation potential: Let experts in the field of research and development assess innovation opportunities.

• Measurement by self-assessment:

• Project progress: Make an internal assessment of how close the project is to achieving its goals.

• Competence development: Self-assessment of employees' increased skills after training.

• Business development: Assessment of how close the company is to achieving its strategic growth goals.

• Measurement with a condition index:

• Implementation of new systems: Measure how many of the necessary technical and organizational prerequisites are met.

• Readiness for expansion: Assess the extent to which resources and competencies are in place to support the company's expansion plans.

• Project readiness: Assess whether all prerequisites, such as budget, team and schedule, are in place to start a new project.

By choosing the right measurement method for each type of goal, organizations can get a more nuanced and accurate picture of their progress and areas that need improvement.

 

Different types of goals

To drive an organization forward, it is important to set different types of goals that cover all aspects of the business. Here is an overview of the most common types of goals and their purposes:

1. Effect goals:
   Effect goals focus on the long-term effects and overall impact of the organization's work. These goals are often linked to the organization's vision and strive to achieve broader results, such as increased customer satisfaction, improved social impact or higher market shares. effetc goals help organizations stay focused on their ultimate ambitions and the changes they want to bring about in the long term.

2. Result goals:
   Result goals are concrete and measurable goals that directly contribute to achieving the impact goals. These goals are specific and quantifiable, such as increasing sales by 20% within a year or reducing costs by 10%. Result goals enable organizations to track their progress in a clear and structured way, which facilitates evaluation and adjustment of strategies.

3. Performance goals:
   Performance goals are about measuring the activities and efforts required to reach the performance goals. These goals focus on the process and the specific actions that need to be taken, such as number of completed customer visits, delivery accuracy or production speed. Performance goals are important to ensure that the organization is on pace and taking the necessary steps to achieve its performance goals.

4. Learning goals:
   Learning goals focus on developing the organization's competencies and capabilities. These goals are about improving staff knowledge, skills and implementing new processes or technologies. Examples of learning goals could be to implement internal training programs, increase the number of certified employees or improve internal communication flows. Learning goals are crucial to ensure continuous development and adaptation within the organization.

By setting and following different types of goals, organizations can ensure that they cover all aspects of their operations and work towards their overall visions and strategies effectively.

 

The objective's conditions

In order to successfully reach set goals, it is necessary that certain basic conditions are in place. These condition can be divided into three main categories: structure, ability and energy. Structure refers to the resources and support needed, such as equipment, efficient routines and access to necessary materials. Ability is about the knowledge, experience and skills required to perform the work competently. Energy refers to the drive, motivation and commitment needed to carry out the necessary activities. Identifying and ensuring that these condition are met is crucial to being able to work effectively and achieve one's strategic goals.

Examples of the three types of conditions

Structure

• Equipment and materials: Access to necessary technical equipment, computers, software and work tools.

• Processes and routines: Well-defined work processes and documented routines to ensure efficiency and consistency in work.

• Financial resources: Sufficient funding to support projects and initiatives.

• Support and support: Clear instructions, manuals and access to technical support when needed.

• Collaborative approach: Clear and efficient communication channels and collaboration tools for teamwork.

Ability

• Knowledge and competence: Employees' training and specialist knowledge in relevant areas.

• Experience: Previous experience in similar projects or tasks.

• Skills: Practical skills needed to perform specific tasks, such as programming, project management or sales.

• Learning and development: Opportunities for continuous competence development and continuing education.

• Talent: Natural abilities and talents that can be utilized to achieve goals.

Energy

• Motivation: Strong desire and drive to achieve the goals, both on an individual and organizational level.

• Commitment: High degree of commitment and participation in work and projects.

• Enthusiasm: Positive attitude and enthusiasm for the tasks.

• Job satisfaction: A positive work environment that promotes well-being and job satisfaction.

• Driving force: Internal motivation to overcome obstacles and challenges to achieve goals.

 

Assessment of the status of the conditions

To ensure that the goals can be achieved, it is important to continuously assess the status of the necessary conditions. GoalEnvision uses a traffic light system to show the status of conditions:

• Red: The condition is completely missing.

• Yellow: The condition is partly present but not sufficient.

• Green: The condition is fully implemented and sufficient.

By regularly monitoring and reporting the status of the conditions, the organization can quickly identify areas that need improvement and thereby increase the chance of reaching its strategic goals.

 

GoalEnvision offers a structured way to set and follow up different types of goals through clear measurement methods and continuous assessment of conditions. Using KPIs, surveys, expert reviews and self-assessment, companies can track their strategic progress and adjust their efforts to ensure success.