What the long-term goals of your team should look like and how you should set them up was the topic of an article on the Brian Tracy blog.
Specific goals
Goals must, above all, be specific. They cannot be just vague ideas; they need to be clearly defined and specified, ideally using numbers or concrete targets.
Measurable goals
The second point is connected to the first one: the goals of your team must be measurable. "Improving sales" is not a measurable goal and can therefore never be achieved. But defining it as "increasing sales by 15% in the next six months" gives you something to work with.
Realistic goals
Do not try to be too ambitious and unrealistic with your goals. That would only result in a loss of motivation among employees. Set up achievable, realistic goals.
Relevant goals
In this case "relevant" means goals upon which employees can have a genuine impact. If employees are given goals that are not part of their work agenda and beyond their control, they can hardly achieve them.
Time-defined goals
Even long-term goals must have a clear time frame. Establish by when you want to achieve the goals, then divide the timeline into smaller chunks and individual tasks.
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