Employees need to know what they can do to be successful and help the organization or company succeed. Goals can provide a line of site for the employee and allow him or her feel that they are making important contributions and are valued. Employees with goals are more committed.
The trouble with not having a goal is that you can spend your life running up and down the field and never score. ~Bill Copeland
Do you want to improve employee goal success? Here are three questions every leader should ask themselves while evaluating employee goals. If anyone of these three questions cannot be answered in the affirmative, then you might want to reconsider the goal.
- Is the goal achievable? As leaders we want our employees to succeed. Failing to achieve an impossible goal can be demoralizing to the employee. Once it becomes clear that the goals won’t be achieved; motivation will wane quickly.
- Is the goal difficult? This might seem like it is in conflict with whether the goal is achievable, but it is different. The goal must stretch the employee. Successfully stretching employees will naturally improve productivity.
- Will the goal move the strategic pendulum? Every employee goal should be linked to a company or team strategy. The employee needs to know how their success affects the organizations success.
What other things might you consider to improve employee goal success?
Author : Mike Rogers
Founder and Owner of Teamwork and Leadership