How I Set Goals and Communicate With My Team at Year-End
Title: A Look Inside My End-of-Year Process: Communication, Reflection, and Goal-Setting
As we close out another year, one of the most important things I focus on is clear communication and intentional goal-setting for the year ahead. Here’s a look at how I ensure my team stays informed, motivated, and aligned as we transition into a new year.
1. Reflecting on the Year That Was
The end of the year is a time to celebrate wins and reflect on areas where we can improve. I start by evaluating each department’s progress against our goals for the year. This includes looking at metrics like revenue contributions, client engagement, hiring successes, and overall organizational performance.
Reflection isn’t about criticism—it’s about learning. I ask questions like:
- What went well this year?
- What challenges did we face?
- How can we adjust and improve for the future?
This honest assessment allows me to set realistic and meaningful goals for the coming year.
2. Defining Clear, Measurable Goals
Once I have a clear picture of where we are, I shift my focus to where we’re going. For 2025, I’ve developed goals that are:
- Specific to each department’s role in the company.
- Measurable through performance indicators like billable hours, client leads, and revenue targets.
- Time-Bound, with quarterly evaluations to track progress.
For example, in our Case Management department, the goal is to achieve a 60% contribution to gross revenue and 160 billable encounters per month. In Hiring, we’re aiming to bring on 25 new clinical providers, with case manager hires counting as two toward that total, reflecting their dual impact.
Every goal is tied to our larger vision of growth, sustainability, and client success.
3. Aligning Incentives With Goals
People work best when they understand how their efforts contribute to the bigger picture and when their hard work is recognized. To encourage progress, I implement a bonus structure tied directly to measurable outcomes.
For 2025, I’ve allocated an equal bonus pool percentage to each department, ensuring fairness while tying rewards to performance:
- Case Management: Revenue and billable targets.
- Clinical: Achieving billable hours and clinician caseloads.
- Hiring: Recruiting and onboarding new providers efficiently.
- Client Care: Maintaining conversion rates of 65%+.
- Marketing: Generating sustainable leads and filling therapist caseloads.
- CFO: Ensuring a 20% net profit margin.
4. Communicating the Plan
The final step—and perhaps the most critical—is sharing this information in a way that motivates and empowers the team. Here’s how I do it:
- I deliver a comprehensive End-of-Year Report summarizing accomplishments, challenges, goals, and the bonus structure.
- I schedule a follow-up meeting to discuss these goals collaboratively and gather input from the team.
- I make it clear that goals are evaluated quarterly, allowing flexibility to adapt based on what’s working and what isn’t.
Transparency and ongoing communication ensure that everyone understands not only what the goals are but why they matter and how they connect to our shared success.
5. Staying Adaptable
One thing I’ve learned over the years: plans are important, but adaptability is essential. I reserve the right to adjust goals and bonus structures based on real-time performance and feedback. This allows me to respond to challenges quickly and ensure goals remain both motivating and realistic.
Final Thoughts
The end of the year is a powerful opportunity to bring clarity, purpose, and excitement to your team. By reflecting on where you’ve been, setting achievable goals, aligning incentives, and communicating effectively, you’re not only preparing for success—you’re empowering your team to thrive.
If you’d like a template for my End-of-Year Report or bonus structure, feel free to reply to this email. I’d love to share more insights with you!
Here’s to setting clear goals, inspiring our teams, and making 2025 our most successful year yet.
Best,
Kasey & Co.
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