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Are you using filing cabinets and spreadsheets for your people management system?

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  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."

  • Belinda Maybury

    Belinda Maybury.

    Sheldon Commercial Interiors

    "

    Since starting regular staff check-ins through intelliHR, we discovered how much more capability one staff member had than we initially thought. We have since assisted his career progression and conducted a remuneration review. The outcome was a happy employee feeling valued and appreciated. Without intelliHR prompting us to address this in real-time, we could have lost this valuable employee.

    "

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Goals | 5 min

10 steps to improve team collaboration with goals

10 steps to improve team collaboration with goals

A good team is a team that works together toward a common goal. So when we’re looking to improve collaboration in teams, it makes sense to first look at how we’re setting, sharing and working towards goals together. 

Today we’ll share some must-haves for ensuring your team can collaborate seamlessly on shared milestones, and actually achieve them!

 

Start with great goal setting

Before getting into the how, let’s make sure the goals you’re setting for your team are going to be effective at contributing to the bigger picture. You’re probably familiar with the SMART goals framework, let’s breakdown the components of that. 

 

Set specific goals

A specific goal is a meaningful goal. “Raising brand awareness”, “improving customer service” or “generating more sales” are not goals. Goals should provide enough information to clearly communicate to the whole team what is required. On top of being specific, goals must be measurable.

 

 

Make goals measurable

We all know there isn’t much benefit to goals that can’t be measured, but some are easier to quantify than others. All goals should have either a numerical target attached or at least a checklist of milestones that need to be met before the goal is achieved. This way, your team can celebrate progress as you go, and clearly know when the goal has been achieved!

 

Ensure goals are achievable and realistic

When setting these targets or milestones, measures and deadlines should never be pulled out of thin air. But what should we base them on? Where available, consult past data to see what previous results looked like. Consider these benchmarks as well as the resources available. Do you want to achieve a result that’s going to double last quarter’s results? It’s doable, but you may need to allocate extra professional development, man-power or better equipment to get it done. Determining strong targets will help get your team to the next level without setting unattainable expectations. 

 

Only set goals that are relevant

Any goals you set for your team must be aligned to higher level organisational goals. If they don’t contribute to the big picture, why are you working on them? 

Not only does this alignment make goals more meaningful, but it also helps team members understand how they contribute to the bigger picture, providing a sense of purpose. This can then be kept accountable using continuous feedback, allowing staff to communicate with their manager and vice versa about how they are progressing and where they might need help.

 

Set deadlines

Having deadlines on goals adds a sense of urgency and motivation to complete them on time but also helps with planning and prioritisation. Make sure your team know when things needed to be done and get reminded when the due date is looming. Better yet, check in on progress periodically to make sure things are one track. 

 

Get the tools to manage goals and get them done

Keep things centralised

Visibility is crucial to clear communication, so the first step is to have one centralised place for goals to be managed across your team. This enables everyone to see what the priorities are, where they fit in, and how they can help contribute and collaborate as a team. 

 

Track goal progress together 

It’s one thing for the whole team to be able to see it’s goals, but to see how everyone is tracking? Even better. 

It’s essential to be recording your goals in a system that allows for progress to be tracked in real-time. This helps keep everyone motivated by seeing the progress of themselves and their team, tangibly as it happens.

Leaders can also see what goals might require extra resources, support or help removing roadblocks, as well as which goals are running ahead of schedule and could be reassessed. 

 

Align goals between leaders and direct reports

Collaboration Nirvana happens when goals are not only visible to everyone in the team but goals can actually be aligned between managers and direct reports, or shared between peers.

As a team leader, think about how your team members can individually help contribute to your own high-level goals, then cascade these down to your direct reports and let them set their own goals to help fulfil it. 

 

Stay agile 

A lot can change in a year, a quarter, or even a month. It’s important to regularly reassess goals if there have been changes to resourcing or organisational priorities, or something has otherwise become more or less realistic to hit. 

Having a continuous feedback process in place will help to uncover these changes, and make adjustments to these goals as required. It’s therefore vital to set your goals in a system that’s quick, easy and can be used on the go. 

 

Use goals to shape roles

Rather than relying on static position descriptions, individual employee goals can be designed to shape individual roles. This turns a mere list of tasks or responsibilities into a clear set of measurable and actionable targets. Team members still know what they need to get done, but it’s now more achievable, and expectations around results are clear. 

Those are out major tips for improving team collaboration using goals. Have these inspired you to make any changes to how you set goals for your team?

Goals | 5 min
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Recently we looked at an overview of OKRs and a framework to consider if they might be suited for your team. If you think OKR’s might be right for your team, read on, because...
Goals | 5 min
Are OKRs right for your team?
If you’ve heard the buzz about OKRs but are yet to deploy them in your own organisation, you might be wondering if they could actually work for you. Maybe you’ve been setting goals with...
Goals | 5 min
10 steps to improve team collaboration with goals
A good team is a team that works together toward a common goal. So when we’re looking to improve collaboration in teams, it makes sense to first look at how we’re setting, sharing and...

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