[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_3,2_3″ _builder_version=”4.23″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ module_class=”table-contents” _builder_version=”4.23″ background_color=”#f3f2f6″ custom_padding=”25px||25px||true|false” sticky_position=”top” sticky_limit_bottom=”section” sticky_position_tablet=”top” sticky_position_phone=”none” sticky_position_last_edited=”on|desktop” pac_dcm_carousel_specific_module_num=”0″ border_radii=”on|24px|24px|24px|24px” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23″ text_font=”||||||||” global_colors_info=”{}” background__hover_enabled=”on|desktop”][\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” pac_dcm_carousel_specific_module_num=”0″ global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Intro” _builder_version=”4.27.4″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
Every year, business owners and management teams spend countless hours planning and strategising for the following year. Plans are good: they provide goals to achieve and the milestones to reach them. But what goals should be in your plans for the new year?<\/p>\n
Targets are bad goals because they don’t give you the context you need to improve your business. By setting system-oriented goals instead, you increase profitability and lay the foundation for a more secure business.<\/p>\n
Let\u2019s look at planning differently. Here\u2019s how to set up system-oriented goals for your business.<\/p>\n
Before committing to any plan, you first need to do your homework and review how well (or poorly) your business performed for the current year. Did your business follow your strategic plan<\/a>? Did your business achieve its earlier goals? Did you do better than the previous year?<\/p>\n Let\u2019s break down some key metrics to review:<\/p>\n Each area will provide you with the insight to evaluate how you did for the year. Ultimately, you need to ask yourself: Did my business achieve what I set out to do? If not, identify the issues and address them as part of your plan for the following year.<\/p>\n Goal setting requires a better understanding of your business. It\u2019s all well and good to plan for 5% revenue growth and continue business as usual. But simply increasing metrics and setting targets isn\u2019t enough. A target should not be a goal. For example, a 5% revenue increase is a measurable outcome of a goal \u2014 not the goal itself. Good businesses achieve their goals because they have the right systems and processes in place to meet them.<\/p>\n By setting goals that improve specific areas of your business rather than focusing on financial targets, you create a better company. The benefits of improving your business will naturally be financial, but a well-built business with good systems also creates security.<\/p>\n For example, say that you were to just focus on increasing your revenue by 5%, instead of improving a business area. An easy way to increase without improving is to reduce your liabilities by cutting costs when moving to a cheaper supplier. You may not have increased your sales for the year, but you achieved 5% revenue growth. Sounds great, but what if the supplier raises their prices the following year? You won\u2019t meet your 5% revenue target. Your business hasn\u2019t grown or improved because you cut costs without addressing the issues your business has.<\/p>\n Of course, you want to keep costs low; any savvy business owner will tell you that. But that should be part of your operational processes, not a goal. Successful and unsuccessful businesses both want to increase revenue, so what\u2019s the difference? Improvement, not quick solutions.<\/p>\n System-oriented goals rely on you identifying an area and improving its procedures. You can be ambiguous, but you also need to be realistic. The metric and indicator for the success of your system-oriented goal are the financial benefits. This is harder than setting goals because it requires you to identify what needs improvement, and these aren’t necessarily obvious. The best way to see improvements is by identifying the problems affecting your business.<\/p>\n In our example, instead of the cafe owner\u2019s goal being to increase revenue by 10%, her goal was to improve customer service at the point of sale. By setting a system-oriented goal, you give yourself a direction by correcting problems with your processes. So what you need to do is identify:<\/p>\n By integrating system-oriented goals into your planning and strategy, you create a more efficient business that is more likely to succeed. Focusing on targets as outcomes of your goals rather than the goals themselves increases your chances of achieving them. When your goals are system-oriented, the activities and milestones to follow are easier to define and less abstract than focusing on a number. So, when planning your strategies for next year, focus on improvement rather than numbers; you\u2019ll find your business is better for it.<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Scenario” _builder_version=”4.27.4″ _module_preset=”default” text_text_color=”#0a004a” background_color=”#eeecff” custom_margin=”30px||||false|false” custom_padding=”20px|30px|30px|30px|false|false” border_radii=”on|20px|20px|20px|20px” box_shadow_style=”preset2″ locked=”off” global_colors_info=”{}”]<\/p>\n Problem:<\/strong><\/span> System-oriented goal:<\/strong><\/span> Process:<\/strong><\/span> Outcomes:<\/strong><\/span> [\/et_pb_text][et_pb_text admin_label=”End” _builder_version=”4.27.4″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n In our example, instead of the cafe owner\u2019s goal being to increase revenue by 10%, her goal was to improve customer service at the point of sale. By setting a system-oriented goal, you give yourself a direction by correcting problems with your processes. So what you need to do is identify:<\/p>\n By integrating system-oriented goals into your planning and strategy, you create a more efficient business that is more likely to succeed. Focusing on targets as outcomes of your goals rather than the goals themselves increases your chances of achieving them. When your goals are system-oriented, the activities and milestones to follow are easier to define and less abstract than focusing on a number. So, when planning your strategies for next year, focus on improvement rather than numbers; you\u2019ll find your business is better for it.<\/p>\n [\/et_pb_text][ba_social_share icon_bg=”#03002e” icon_padding=”10px|12px|10px|12px|true|true” layout=”classic” show_text=”off” btn_padding=”0px|0px|0px|0px|false|false” btn_bg_color=”RGBA(255,255,255,0)” _builder_version=”4.23″ _module_preset=”default” custom_margin=”50px||||false|false” custom_padding=”25px||||false|false” custom_css_before=” content: %22SHARE THIS%22;|| font-size: 16px;|| font-weight: 700;|| line-height: 22px;|| letter-spacing: 0em;|| text-align: center;|| color: #ff5447;|| margin-bottom: 10px;|| display: inline-flex;|| position: absolute;|| margin-top: 10px;” border_width_top_main=”1px” border_color_top_main=”#e4e4e4″ border_radii_icon=”on|5px|5px|5px|5px” global_colors_info=”{}” custom_css_before_last_edited=”off|desktop”][ba_social_share_child _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”facebook” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”linkedin” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”email” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][\/ba_social_share][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Learn why system-oriented goals beat target-based planning. Improve processes, build resilience, and drive sustainable growth for your business.<\/p>\n","protected":false},"author":36,"featured_media":299497,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Changes to how casual employees can transition to permanent employment are coming this year. The new process adds an employee-driven element, where, depending on certain circumstances, a casual employee can notify their employer of their intention to move from casual to permanent employment.<\/p> This is a marked departure from the previous rules, which were entirely up to the employers. So, what does this new process look like, and what does it mean for small businesses?<\/p> Let\u2019s go through it.<\/p> The \u201cClosing Loopholes\u201d amendment has directly changed how casual employees remain casual or transition to permanent employment.<\/p> Under the old rules in the National Employment Standard, a casual employee\u2019s employment status was entirely employer-driven. This meant that any conversation or initiation of a casual employee was through the employer's agreement or arrangement.<\/p> Now, employees can let their employer know their desire to change their working status, called the employee choice pathway.<\/p> Under the employee choice pathway, casual employees can pursue permanent employment by notifying their employers of their intent to change from casual to permanent. The following criteria have to be met before notice can be given:<\/p> The changes have been in effect for medium-large businesses since 26 February 2025. Under the legislation, businesses with 15 or more employees must follow the employee choice pathway procedure.<\/p> The changes will come into effect on 26 August 2025 for small businesses (15 employees or fewer). Under the rules of casual employment, an employee may only notify their intent for permanent employment if they have been employed for more than 12 months.<\/p> The employee choice pathway is twofold: a notice of intent to transition from casual to permanent, and the response to that notice. While this may seem simple, a number of factors determine the outcome. First, before a notice can be made to move from casual to permanent, we must look at what defines casual employment status.<\/p> The legal definition of what constitutes casual employment can be found in the Fairwork Act 2009 (15A). This is a rather large document, so for all intents and purposes, casual employment can be simply defined like this:<\/p> If you are unsure about the definition of casual employment<\/a>, the Fairwork Ombudsman has materials and resources.<\/p> The notice a casual employee gives to their employer about moving to permanent employment requires two factors to be satisfied:<\/p> Here is an example of a notice to demonstrate what this would look like in the workplace.<\/p> Imagine a bartender working casually for over 10 months at a large pub with more than 15 workers. This casual employee has been given more responsibilities in the last few months, including rostering other casuals. The employee has also noticed they work fixed, regular, rostered shifts. With this information and a desire for more security in their employment, they approach their employer with notice to transition from casual to permanent employment.<\/em><\/p><\/blockquote> In this example, the employee meets the requirements to give notice and pursue the casual choice pathway. After notice occurs, the employer is required to respond. Let\u2019s take a look.<\/p> Once an employer receives a notice from their employee, they have 21 days to respond. Before a response is made, the employer should consult with the employee about what changes the transition would make to their employment. This discussion should include:<\/p> After a consultation, the employer can accept or reject the notice of employment change.<\/p> When accepting a change, the employer needs to include what has been consulted previously and provide a new written employment agreement with their employee. The changes must immediately be implemented after the acceptance of employment status unless the employer and employee have agreed on a different commencement date.<\/p> When it comes to rejecting a notice, employers need a good reason. An employer can justify a rejection of the notice when either of the following circumstances apply:<\/p> Accepting or rejecting an employee's notice must be thoughtfully considered, whatever the circumstances, and communication should be clear and concise. If there is a disagreement, it may come down to both sides not effectively communicating. However, dispute resolution procedures are in place if the relationship is beyond solving in the workplace. It also should be noted that protections are in place<\/a> against any adverse actions taken in reaction to an employee submitting a notice.<\/p> Any dispute must be resolved first in the workplace. However, if a dispute occurs due to a disagreement about an employee\u2019s employment status, there are a number of avenues that can be explored:<\/p> Unfortunately, if either of these doesn\u2019t remedy the situation, the matter may have to be resolved in court, arbitrated by the Federal Circuit Court.<\/p> As the changes on the pathway from casual to permanent employment are new, there will be a degree of awkwardness in implementation. What is essential is good communication and honesty when discussing an employee's future in your business. As the date for small businesses to follow the new rules is set for 26 August 2025, there is plenty of time to review your procedures for managing your staff<\/a>.<\/p> You may find that the new process has new opportunities for dedicated employees<\/a> to commit fully to your business. Whatever the employee choice pathway brings, ensure you are prepared with proper payroll systems<\/a> to navigate the changing landscape.<\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[343],"tags":[],"class_list":["post-299490","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"yoast_head":"\n\n
Goal setting in the context of your business<\/h2>\n
Goals: Improve systems, not set targets<\/h3>\n
System-oriented Goals<\/h2>\n
\n
Setting system-oriented goals for your small business<\/h2>\n
Cafe Example:<\/h3>\n
Mona runs a cafe in the inner suburbs of Sydney. She wants to grow revenue by 10% year-on-year, but has found that cutting costs via supplier changes and part-time rostering has made little impact.<\/p>\n
Based on customer reviews, she found significant wait times due to order errors and slow service from staff. Instead of setting revenue goals, Mona focused on improving customer service for her cafe. Mona identified that her service issues started at the point of sale. Where she cut costs, she ended up with an inferior POS system that wasn’t intuitive and was hard for her staff to use.<\/p>\n
Mona purchased a better POS system and had her staff trained up on the software.<\/p>\n
Mona reviewed her system-oriented goal and found that by addressing her operational issues, she reduced waste from wrong orders, increased sales, and improved customer satisfaction. This resulted in higher revenue growth than her previous 10% goal targets.<\/p>\n\n
Setting system-oriented goals for your small business<\/h2>\n
Key changes to casual employment rights<\/h2>
Who is affected by the employee choice pathway?<\/h2>
The process involved<\/h2>
Defining casual employment<\/h3>
Giving notice of employment change<\/h3>
Responding to a notice<\/h3>
Accepting or rejecting an employment change notice from an employee<\/h3>
What happens if there is an employment dispute?<\/h2>
The bottom line<\/h2>