First, the reality is if you set the goals for the organization they are your goals...they are 
not the company goals.  If you want to achieve the goals you have to get buy in from your 
employees... they are the ones who will help you achieve the goals you want to achieve. 
You can't do it alone. 

So, how do you do it?  By asking.  On the surface this seems simple.  However, if you truly 
want to get information and ideas that can be put to good use, you have to do this in a 
specific manner. First, you need to let everyone know that you are serious about reaching 
goals for the organization. And, if you've never done this before, it's better to start with 
improvements and suggestions that your employees make.  Once they see that you are 
serious about implementing their ideas they will be more forthcoming with goals and 
objectives for the organization.

You have a suggestion box and no one puts anything in it. That's not surprising if it's 
located in your shop where people don't congregate often.  When they have a suggestion, 
it's on the job.  By the time they get back to the shop it's too late.  They've forgotten 
about it. 

It's better to solicit ideas and suggestions on your "employees' turf".  This means riding 
with the techs, sitting with the receptionist, going to the jobs, etc.  Then, asking questions, 
listening to the answers, and implementing the suggestions. Your employees have great 
ideas on what to do and what can be improved.  They don't tell you because most of them 
are not brave enough to offer suggestions when they are not solicited. And when they are, 
many are too afraid to speak up. How many times, after a "formal meeting" is over, do the 
real suggestions and ideas come up?

After you have some ideas given to you by your employees, implement those ideas.  
Tell everyone what the suggestion was, (you may or may not want to say who gave the 
suggestion) and how you are implementing the suggestion.  Communicate the actions 
and the results. 

A level of trust has been built after your employees see that you are serious about 
implementing suggestions.  Now, it is time to ask for company goals.  In the beginning, 
you may want to do this in quarter or 6 month increments rather than year long 
increments.  This will get everyone into the goals setting process. When you get the 
goals you have to get the rewards for reaching the goals.  Everyone will know what they 
are working toward and what the results will be when they reach it.  Surprisingly, many 
times the goals are not money.  And, they can be different for different people in the 
company.  Some may want a day off with pay; others tangible things such as rifles, 
fishing rods, etc.

The most successful companies I know meet with their employees to jointly set 
goals and rewards for reaching them.  This is the first step towards motivating 
your employees and making more profits.