General Assistant: Setting Goals With Your Manager (Scripts)

Table of contents

How to Set Goals with Your Manager as a General Assistant

You’re a General Assistant, and you want to make sure you’re focused on the right things. That means setting goals with your manager that align with the company’s objectives and your career aspirations. By the end of this article, you’ll have a copy/paste script for initiating the goal-setting conversation, a scorecard to evaluate potential goals, and a checklist to ensure your goals are SMART and measurable. You’ll be able to prioritize your tasks and make better decisions about where to focus your efforts, leading to a measurable improvement in your performance and a clearer path for career advancement within the next quarter. This article will not cover general career advice or provide a list of pre-defined goals; rather, it will equip you with the tools to collaboratively define meaningful goals with your manager.

What You’ll Walk Away With

A conversation starter script to initiate the goal-setting discussion with your manager.
A goal evaluation scorecard to assess the value and feasibility of potential goals.
A SMART goal checklist to ensure your goals are specific, measurable, achievable, relevant, and time-bound.
A prioritization framework to rank your goals based on impact and alignment with company objectives.
A performance tracking template to monitor your progress and identify areas for improvement.
A pushback script for negotiating unrealistic or misaligned goals.
A list of questions to ask your manager to gain clarity and alignment on expectations.

What This Is and What This Isn’t

This is: A practical guide to collaboratively setting meaningful goals with your manager.
This is: Focused on the General Assistant role and its unique challenges.
This isn’t: A generic goal-setting guide applicable to any profession.
This isn’t: A list of pre-defined goals for General Assistants.

The Importance of Collaborative Goal Setting

Goal setting isn’t a solo sport; it’s a team effort. By involving your manager, you ensure your goals are aligned with the company’s strategic objectives and that you have the resources and support needed to achieve them. This process also fosters open communication and strengthens your working relationship.

Starting the Conversation: A Sample Script

Use this script to initiate a productive conversation with your manager about goal setting. Adapt it to your specific situation and relationship.

Use this when you want to formally start the goal-setting discussion with your manager.

Subject: Goal Setting Discussion – [Your Name]
Hi [Manager’s Name],

I’d like to schedule some time to discuss my goals for the next [quarter/year]. I’m eager to ensure my efforts are aligned with the team’s priorities and contribute to our overall success. I’ve been thinking about a few areas where I can make a significant impact, such as improving vendor relations to reduce costs and streamlining our document management process to improve efficiency. Would you be available for a meeting sometime next week?

Thanks,
[Your Name]

What a Hiring Manager Scans for in 15 Seconds

Hiring managers quickly assess if you understand the importance of aligning goals with business objectives. They look for specific examples of how you’ve contributed to company-wide initiatives and metrics that demonstrate your impact.

Proactive initiation: Did you take the initiative to schedule the goal-setting meeting? Implies ownership.
Alignment focus: Do you emphasize aligning your goals with team and company objectives? Shows strategic thinking.
Impact-oriented: Are your proposed goals focused on measurable outcomes and business impact? Demonstrates value.
Specific examples: Do you provide concrete examples of how you plan to contribute? Shows preparedness.
Continuous improvement: Are you seeking to improve existing processes and workflows? Demonstrates a growth mindset.

The Goal Evaluation Scorecard

Use this scorecard to evaluate the suitability of potential goals. It helps you assess the value and feasibility of each goal before committing to it.

Use this to rate and compare potential goals to determine which ones to focus on.

Criteria:

Alignment with Company Objectives (Weight: 30%): How well does this goal support the company’s strategic priorities?

Impact on Key Metrics (Weight: 25%): How will this goal positively impact key performance indicators (KPIs) like cost savings, efficiency, or stakeholder satisfaction?

Feasibility and Achievability (Weight: 20%): Is this goal realistic and attainable within the given timeframe and resources?

Measurability and Clarity (Weight: 15%): Can progress towards this goal be tracked and measured objectively?

Personal Growth and Development (Weight: 10%): How will achieving this goal contribute to your professional growth and skill development?

Scoring:

5: Excellent

4: Good

3: Average

2: Below Average

1: Poor

The SMART Goal Checklist

Ensure your goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This checklist will help you refine your goals and make them more effective.

Use this to ensure each of your goals meets the SMART criteria.

Specific: Is the goal clearly defined and focused?

Measurable: Can progress towards the goal be tracked and measured objectively?

Achievable: Is the goal realistic and attainable within the given timeframe and resources?

Relevant: Is the goal aligned with your role, team, and company objectives?

Time-bound: Does the goal have a clear deadline or timeframe for completion?

Prioritizing Your Goals

Not all goals are created equal. Use a prioritization framework to rank your goals based on impact and alignment with company objectives. Focus on the goals that will deliver the greatest value to the organization.

The Mistake That Quietly Kills Candidates

Failing to connect your individual goals to the larger strategic objectives of the company is a common mistake. Hiring managers want to see that you understand how your work contributes to the overall success of the organization. They will often ask about how your past goals were aligned with company goals and what impact they had. Always ensure that your goals are clearly linked to the company’s mission and vision.

Performance Tracking Template

Use this template to track your progress towards your goals. Regularly monitor your performance and identify areas where you need to make adjustments.

Use this to keep track of your progress and make necessary adjustments along the way.

Goal: [Clearly state the goal]

Metrics: [List the metrics used to measure progress]

Target: [Set a specific target for each metric]

Progress: [Track your progress towards the target]

Status: [Indicate whether the goal is on track, at risk, or off track]

Action Items: [List any action items needed to stay on track]

Handling Unrealistic or Misaligned Goals

Sometimes, managers may set goals that are unrealistic or misaligned with your role or the company’s objectives. Don’t be afraid to push back and negotiate for more reasonable goals. Use the following script to express your concerns and propose alternative solutions.

Use this when you need to push back against unrealistic or misaligned goals.

“I appreciate you setting high expectations, and I’m committed to contributing to the team’s success. However, I’m concerned that [specific goal] may not be achievable within the given timeframe and resources. I propose we focus on [alternative goal] instead, which I believe will have a greater impact on [key metric] and is more aligned with my current responsibilities.”

Questions to Ask Your Manager

Asking the right questions can help you gain clarity and alignment on expectations. Here are some questions to ask your manager during the goal-setting discussion:

Use these questions to clarify expectations and ensure alignment with your manager.

What are the company’s top priorities for the next [quarter/year]?

How does my role contribute to those priorities?

What metrics will be used to measure my performance?

What resources are available to help me achieve my goals?

What are your expectations for communication and progress updates?

Language Bank: Phrases for Effective Goal Setting

Use these phrases to communicate effectively during the goal-setting process. They will help you express your ideas clearly and professionally.

Use these phrases to communicate effectively during goal-setting discussions.

“I’m committed to contributing to the team’s success.”

“I’d like to ensure my efforts are aligned with the company’s objectives.”

“I’m eager to make a significant impact in [area].”

“I propose we focus on [alternative goal] instead.”

“I’m confident that I can achieve these goals with your support.”

The Quiet Red Flags

There are subtle signs that your goals may not be effective. Be aware of these red flags and take corrective action as needed.

Vague language: Goals that are not clearly defined are difficult to measure and achieve.
Lack of buy-in: If you don’t believe in your goals, you’re less likely to be motivated to achieve them.
Unrealistic expectations: Setting goals that are too ambitious can lead to frustration and burnout.
Poor communication: Failing to communicate regularly with your manager can lead to misunderstandings and misalignments.

FAQ

How often should I set goals with my manager?

Goal-setting frequency depends on your company’s performance review cycle and the nature of your role. Generally, it’s recommended to set goals at least quarterly or annually. Regular check-ins with your manager are essential to track progress and make adjustments as needed. For example, if you are managing a complex project with multiple vendors, you might want to set short-term goals every month to ensure everything is on track.

What if my manager is too busy to discuss goal setting?

If your manager is consistently unavailable, try scheduling a dedicated meeting in advance or proposing a brief email exchange to outline your proposed goals. Prepare a concise summary of your goals, their alignment with company objectives, and how you plan to measure success. This demonstrates initiative and respect for their time. For instance, you can send an email with a subject line like “Proposed Q3 Goals – [Your Name]” and attach a one-page document outlining your goals and metrics.

How do I handle conflicting priorities between different goals?

When faced with conflicting priorities, assess the impact and urgency of each goal. Discuss the situation with your manager to determine which goal takes precedence. Use the goal evaluation scorecard to weigh the potential benefits and risks of each option. Document the decision and any adjustments made to your plan. For example, if you have a goal to reduce vendor costs and another to improve stakeholder satisfaction, you might need to prioritize the goal that aligns with the company’s current strategic focus.

What if I exceed my goals?

Exceeding your goals is a positive outcome that demonstrates your capabilities and commitment. Communicate your success to your manager and highlight the impact of your achievements. Discuss potential opportunities for further growth and development. For instance, you might propose taking on additional responsibilities or leading a new project. You can also use your success as leverage during performance reviews or salary negotiations.

What if I consistently fail to meet my goals?

Consistently failing to meet your goals requires a thorough analysis of the underlying causes. Identify any obstacles or challenges that are hindering your progress. Discuss the situation with your manager and seek feedback on your performance. Adjust your goals, strategies, or resources as needed. For example, if you are struggling to meet a deadline, you might need to re-evaluate your workload, delegate tasks, or request additional support. It’s also important to be honest with yourself and your manager about any areas where you need to improve.

Should my goals be entirely focused on my current job duties?

While your goals should primarily focus on your current job duties, it’s also beneficial to include goals that support your professional growth and development. This could involve acquiring new skills, taking on stretch assignments, or participating in training programs. These goals demonstrate your commitment to continuous improvement and can help you advance your career within the company. For instance, you might set a goal to obtain a certification in project management or to lead a cross-functional team on a new initiative.

How specific should my goals be?

Your goals should be as specific as possible, leaving no room for ambiguity or misinterpretation. Use concrete language and quantifiable metrics to define your desired outcomes. For example, instead of setting a goal to “improve communication,” set a goal to “reduce email response time by 25% within the next quarter.” The more specific your goals, the easier it will be to track your progress and measure your success.

What are some common mistakes to avoid when setting goals?

Common mistakes include setting goals that are too vague, unrealistic, or misaligned with company objectives. Avoid setting goals that are solely focused on individual achievements without considering the impact on the team or organization. Be wary of setting too many goals, which can lead to overwhelm and decreased focus. Finally, avoid setting goals that are not measurable or time-bound, as this makes it difficult to track progress and assess success.

How important is documentation in the goal-setting process?

Documentation is crucial for effective goal setting. Keep a written record of your goals, metrics, strategies, and progress. Share this document with your manager and update it regularly. Documentation provides a clear reference point for tracking performance, identifying challenges, and making adjustments as needed. It also serves as valuable evidence during performance reviews and salary negotiations. You can use a simple spreadsheet or a project management tool to document your goals and track your progress.

What if my company doesn’t have a formal goal-setting process?

Even if your company doesn’t have a formal goal-setting process, you can still take the initiative to set goals with your manager. Propose a framework for defining and tracking your goals, such as the SMART goal checklist or the performance tracking template. This demonstrates your commitment to professional development and can help you gain greater clarity and direction in your role. You can also use your goals as a basis for discussions during regular check-ins with your manager.

How can I ensure my goals are challenging but achievable?

Strive for a balance between setting ambitious goals that push you outside of your comfort zone and setting realistic goals that you can reasonably achieve with the available resources and support. Consider your past performance, current workload, and any potential obstacles or challenges. Discuss your goals with your manager and seek their feedback on the level of difficulty. It’s better to set slightly lower goals that you can consistently exceed than to set overly ambitious goals that you consistently fall short of.

What role does feedback play in the goal-setting process?

Feedback is an essential component of the goal-setting process. Regularly solicit feedback from your manager, colleagues, and stakeholders on your progress towards your goals. Use this feedback to identify areas for improvement and make adjustments to your strategies or resources. Provide feedback to others as well, creating a culture of continuous learning and development. Constructive feedback can help you stay on track, overcome challenges, and achieve your goals more effectively.