Set clear targets and goals when appointing your new manager

Jun 27 2008 By Greig Cameron

English FA wins lawyer's support for approach with coach Capello

Regardless of how busy things get, setting clear goals and targets is important to stimulate business growth.

Communicating targets to employees and following through on expectations are important stages in expansion.

Making sure employees know what is expected of them gives important benchmarks for them to work towards.

Donna Reynolds, a solicitor at CCW Business Lawyers, believes the strategy is apparent in all types of business and highlights the English FA's target-setting for its latest manager as a recent example.

She said: "The English game's governing body has set out its goals for the next four years and Fabio Capello has much to achieve. He has been told that he is expected to take the national team to at least the semi-final stage of the 2010 World Cup or Euro 2012. Time will tell whether or not the FA will succeed in their endeavours, but in fairness they have greatly increased their chances by not just imposing their expectations and leaving Capello to it.

"Like any good employer, they firstly agreed clear, specific and, what they believe to be, realistic goals with the employee.

"The FA have been supportive and expressed confidence in Capello's ability to achieve the goals set.

"This act can be the single most effective way to get employees to accept the goals set for them and encourage them to come up with their own ways of achieving them."

Even before an employee joins a business they should be clear on the duties and responsibilities of the role they are taking on.

Similarly if an employer knows the specific goals which need to be met it should help them identify and attract the type of person able to meet expectations.

Those goals can then be captured in the contract of employment so both parties are clear about what has been agreed.

Reynolds said: "Any contract of employment should make express provision for the employer to have the right to change the tasks the employee is required to perform.

"The law also implies other duties on the employee including the duty to obey all reasonable instructions and to co-operate.

"If the employer then wishes to set for the first time or change any existing goals he can rely on the contract of employment to give room to do so.

"Amid the media storm that will accompany any setbacks under the Capello regime, the FA's role is to show trust and confidence in their employee by assessing progress and giving specific, private feedback as the picture unfolds."

Managing poor performance raises difficult issues but it is crucial to identify why an employee is under performing.

However, even when goals are achieved it may not be enough to satisfy the business.

Reynolds highlights Manchester City's decision to sack Sven Goran Erikkson despite him achieving the top half of the table finish asked of him.

She added: "The trouble is, when setting goals, a great deal of thought and preparation is required at the start of the process.

"It is no use deciding half way through that something different from what was agreed now needs to be achieved.

"It sends out confusing messages, low morale and the prospect of achieving anything at all is unlikely to justify a dismissal.

"The principles that make for good employment relationships are as valid for the super-rich employee as for the rest of us.

"Agree and set the goals, then vary them only by further discussion and agreement."