top of page

Get Organized: Creating & Leveraging Annual Plans

Establishing an annual plan is a vital practice for companies to maintain cohesion and purpose. Without clear goals, organizations risk drifting without direction, resulting in wasted resources and organizational confusion. Companies that create and leverage annual goals create a strategic compass for their teams, uniting them towards shared objectives and enhancing overall operational efficiency.

Research consistently highlights the importance of goal setting. A Harvard Business Review article found that employees who know and understand their company's goals are 3.6 times more likely to be engaged in their work, leading to heightened productivity and innovation. Conversely, a lack of well-defined goals can lead to disjointed efforts, where teams work at cross-purposes, causing inefficiency and dissatisfaction.

A lack of well-defined goals within an organization can have detrimental effects on its operations. When there are no clear objectives in place, teams may find themselves working on tasks that are not aligned with the company's overall mission and strategy.

Moreover, the absence of well-defined goals can lead to dissatisfaction among employees. Without a clear sense of direction and purpose, employees may become demotivated and disengaged. A-Players especially might question the value of their work and the organization's objectives, which can negatively impact morale and overall job satisfaction.

Here's a step-by-step guide to help you create an annual plan:

1. Review Your Business Goals

Start by revisiting your long-term business goals and mission statement. Your annual plan should align with these overarching objectives. When your day-to-day operations and yearly strategies are synchronized with your long-term mission, your organization operates with a clear sense of purpose and direction.

If you find that your long-term goals are not clearly articulated or documented, here's a fun exercise to help clarify. Answer the following 3 questions, as follows:

In a perfect world, in 7 years...

  1. ...WHAT impact is the organization making?

  2. ...WHO is being impacted?

  3. ...HOW is the success of our impact measured? (revenue, # of patients cared for, # of homes improved, etc.)

Don't question why it's specifically 7 years into the future. But you can work backward or forward from here to clarify your Vision and Mission.

2. Set Specific Annual Goals

Define clear, specific, and measurable goals for the upcoming year. These goals should be actionable and aligned with your business's strategic direction.

Start with a deep dive into historical performance data, then create revenue, team, and project goals that are both challenging and achievable.

If you are new to setting revenue goals, it's important to acknowledge that handling these growing pains is a natural part of business evolution. At first, it may feel like a leap in the dark, and your projections may not always hit the mark right away. However, here's your opportunity to ignite your team's potential and inspire innovation and creativity in the pursuit of these objectives. A-Players thrive on challenges and crave the opportunity to stretch their capabilities. Over time these revenue projections will become more accurate. So, embrace the challenge, and set your sights high.

3. Break Down Goals into Key Objectives

Divide your annual goals into smaller, manageable objectives. Each objective should contribute to achieving the larger goal.

Here's an example of how this might play out:

Annual Goal: Increase annual revenue by 15%.

Sales Objective: Increase sales in the e-commerce channel by 20% over the next 12 months.

Client Satisfaction Objective: Increase 5-star reviews by 40%

To break the annual goal down into a key objective, the organization has chosen to focus on success targets that would contribute to the overall goal.

This provides a clear target for the team, aligns with the broader goal, focuses efforts, allows for progress tracking, and creates accountability. making it an effective component of the annual plan.

4. Allocate Resources

Determine what resources (e.g., budget, personnel, equipment) are needed to accomplish each objective.

If you have the capacity, we recommend delegating this to leaders or team members who can assist in developing proposals.

5. Assign Responsibility

Once your objectives have been broken down, clearly assign responsibility to team leads, specific team members, and departments. Each person should know their role in achieving the organization's goals.

6. Set Deadlines and Milestones

Establish deadlines and milestones for each objective to track progress throughout the year. This helps keep the team focused and accountable.

Tracking and regular check-ins amongst teams ensure targets are consistently discussed and top-of-mind, issues can be clarified, and pivots can be made in a timely manner as required.

7. Budget Planning

Develop a budget that outlines the financial resources required to meet your objectives. Ensure that your budget aligns with your revenue projections.

8. Communication and Alignment

What's the point of goals if no one knows about them? Hold meetings or workshops with your team to communicate the annual plan, goals, and expectations. Ensure everyone understands their role in achieving these goals.

Overcommunication here cannot be understated. In addition to the above, incorporating reminders of short-term goals into existing meetings and communications is an easy way to ensure team members are prioritizing tasks that add to overall success.

9. Performance Metrics

Define key performance indicators (KPIs) to measure progress and success. Regularly track and analyze these metrics to assess your team's performance.

10. Regular Check-Ins

Schedule periodic check-in meetings or reviews to assess progress and address any issues or obstacles that may arise.

11. Celebrate Achievements

Acknowledge and celebrate milestones and achievements with your team. Positive reinforcement will boost motivation and morale.


By establishing regular check-ins, written updates, and transparent communication protocols, leaders can prevent misunderstandings, maintain team cohesion, and drive productivity. Without these measures, remote teams may face a range of challenges that can hinder their success and ultimately impact the bottom line of the business.

Fill out the form below for a free consultation!



bottom of page