October is here and that means that things are FINALLY starting to fall into a routine: the hectic panic of move-in is over and hopefully you are finding some balance in your position. Now is the perfect time to get back to your goals so that you can make the most of this academic year, overcoming new obstacles and moving closer to achieving your dreams. Whether you are supervising student staff members, graduate assistance, or full-time staff, identifying goals is one of the most pivotal aspects of your role as a supervisor. Here are a few ways that you can assist your staff in developing their own goals (and to communicate goals that you may have created for them).
Clearly Define and Communicate Goals.
One of the most common reasons staff members lose focus on their goals is the lack of clarity regarding their objectives. When specificity is vague with goals created by your staff members or when staff aren’t sure what is expected of them, it leads to confusion and it will be unlikely that they follow through. Address this through the usage of SMART goals (Specific, Measurable, Achievable, Relevant, Time-Bound). This helps provide specific detail to the goal, ensuring there is no ambiguity about tasks and expected outcomes, which helps to ensure employees know where they’re headed. By creating a hall or departmental goal or two, it also helps to provide a reference point for staff on how to construct these goals. Here’s an example of a SMART goal for your reference:
- Goal: Increase student engagement and participation in residence hall programs by 20% in spring semester.
- Specific: The goal is to increase participation in events taking place in the community. To support this goal, the community will be focusing on quality over quantity, shifting resources to more infrequent events that will have more activities for residents to engage in.
- Measurable: The target is a 20% increase in attendance at programs compared to the previous semester. Compare spring semester’s data with that from fall. You can track attendance through a check-in form with a QR code at each event.
- Achievable: The Hall Director will use strategies such as implementing feedback from students to identify their needs and what they’d like to see in the community. RAs will emphasize promotion of their events through methods like posting in the floor’s group chat, creating unique posters, and intentional invitations with members of the community.
- Relevant: Student engagement is directly related to community building and was noted on the student satisfaction survey from fall semester. From the input and data that was collected, this is seemingly a request that has been made by students. This is also an integral part of our work as ResLife staff.
- Time-Bound: The goal is to achieve a 20% increase by the end of the spring semester. Along the way, we will be reviewing numbers on a monthly basis to see if we’re on track. If we are not moving toward our goal, we will review progress and ideate ways on how we can improve performance.
Provide the Right Tools and Resources.
Each of your staff members are going to have various needs as they work to make progress on their goals. As their leader, it’s important to have them identify what support they need from you in order to make their goals a success and to advocate for them when it comes to budgetary conversations, time considerations, and so on. This should be a regular conversation point for your one-on-one, not a quick conversation at the beginning and the end of the conversation about goals. Whether it’s access to technology, information, or skills training, the right support can make a significant difference on the completion of the goal. When you don’t know the next steps an employee should take on a goal, put it back on them. A colleague I had wanted to explore more about data analysis and assessment within the scope of housing. With some investigation, she learned of a conference in the region that emphasized what she was looking for and was able to attend with the support of her supervisor. You don’t need to have all of the answers: if the employee is interested in a specific area, it’s realistically on them to identify to research and consider how to make it happen.
Encourage Time Management and Prioritization.
We all know that working in ResLife can be hectic and that there are different seasons in this job when aspirational goals take a backseat to the business needs of the department. The priorities of the position do not supersede professional development goals but, when possible, you should encourage them to block time to make growth a priority. Hearing that affirmation from a manager makes a world of a difference when it comes to professional development, consenting to time devoted to other activities that will benefit the broader team. One of the easiest ways to do this is to prioritize goals and identify sub-objectives needed to be accomplished to make progress on the overarching goal. In a busy season, crossing smaller items off on a task list helps the staff member see that there is progress being made toward the larger goal. And, as a bonus, they will get a dopamine boost every time they cross an item off the to-do list, snowballing their productivity as they accomplish additional tasks to make more progress.
Create a Supportive and Collaborative Culture.
Teams thrive when there’s a culture of support among one another. They’re more likely to remain focused on their goals when they feel part of a team that values their contributions and provides encouragement. You can build this by creating goals together and sharing them with one another as a team. This can help others learn more about what others are trying to accomplish and how they can support each other throughout the process. Also taking time to recognize achievements when goals are accomplished is a great way to keep everyone motivated and supportive of one another.
On a personal note, one of the points to emphasize in this process is that it’s not meant to be competitive and that individuals should not be comparing themselves to others. This is one of the hardest lessons I learned after my time in ResLife concluded: I was always measuring myself up to others, both during my time as an RA and as a Hall Director, and it was a way that I contributed to actively creating a toxic environment at times. We’re all on the same time and we should all be focused on our own individual growth, not comparing our journey to the ones others are on.
Helping staff focus on their goals is not just about task management; it’s about creating an environment where clarity, support, and motivation thrive. By clearly defining goals, providing necessary resources, encouraging good time management, minimizing distractions, and fostering a supportive culture, leaders can ensure that employees remain focused, engaged, and productive. This not only benefits individual team members but also propels the entire organization towards success.
Looking for a free professional development plan? Check out one I made here!
