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3 Critical Questions Leaders Must Ask: Improve Employee Goal Success

Employee goal success

Improve Employee Goal Success

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.

1. 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.

2. 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.

3. 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?

Related posts you might find of benefit:

What do both Goal Failure and Goal Success have in common?

Team Goals and Field Goals

Four Must Haves for One on Ones with Employees

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  • http://www.cmoe.com/teamwork.htm Kathleen

    practical tips you got there. thanks! :)

  • http://www.certpointsystems.com Ara Ohanian

    Mike – three great points. I always say that challenge at work is part of the enjoyment of it. So I would absolutely agree with point #2. One other thing to consider when improving employee goal success: leadership support. It’s vital that people go to work with permission to fail. They must know that, provided they do their best, we will always support them in trying to achieve their goals. Simply knowing that makes achieving the goal much more likely.

  • http://www.openthemeeting.com/ Mike Rogers

    I am big fan of that too Dan. It is important to create a line of site. Everyone ought to be focusing on those things that drive what the organization is trying to achieve. Thanks for your comments.

  • http://www.openthemeeting.com Mike Rogers

    Thanks Kathleen.
    Ara, I agree. People have to feel safe in taking some risks. That is a leaders responsibility to create that.
    Mike

  • http://www.lenehan.net/dan/ Dan Lenehan

    I’m still a big proponent of quarterly objectives and key results – OKRs. They force a conversation between manager and employee about the employee’s short and longer term goals. The challenge of the tasks are discussed as manager and employee agree on goal wording and completion dates. It also documents how the employee’s goals fit into the larger organization’s strategy and tactics.

  • http://movingwithtechnology.blogspot.com Jackie Strobel

    Good post Mike. I just had a review yesterday and this was exactly what was discussed, ‘my goals for next year’. Having a goal that is realistic is important. Why set 3 goals in which only 1 can be realistically attained. How disappointing which is exactly your point. It is best for the employee to take a realistic assessment of their schedule, their work commitments, priorities, and their time availability. As for the leadership, it is vital for leadership to lead, guide, coach and provide support and encouragement to the employee. And that is exactly what I experienced yesterday and now in turn I want to do the same for my subordinates, be that great leader.

  • http://www.openthemeeting.com Mike Rogers

    Excellent Jackie! I am so happy to hear you have a leader who cares enough to do it the right way. And I am really happy to hear how that has inspired you to do the same.
    Good luck! And thanks for taking the time to comment and share : )
    Mike

Want to Know More About The Author of This Post?

I have led, trained and consulted in business with hundreds of individuals and teams on leadership and team concepts. My greatest satisfaction in life is seeing others succeed. I am currently the owner of "Teamwork and Leadership Bloggings with Michael Rogers" and OpenTheMeeting.com.

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