Employee goal-setting has become widely adopted in the corporate world in recent years. It is seen as a powerful tool for increasing engagement and improving performance, but achieving this is not as simple as it sounds.
When done well, goal-setting can be inspiring, motivating employees to push into new areas, develop new skills, and increase their value to the company. Still, it can be demotivating when done poorly. The key is guiding employees to set goals that are realistic as well as inspirational.
Percentage increases provide a helpful illustration of the delicate balance that must be achieved with goal-setting. For example, if you have an account representative who wants to increase their client base, pursuing a percent increase is common, but what is the correct percentage?
If it is too small, it will likely not inspire a change in behavior or the acquisition of new skills. Employees can improve by 10 percent by simply working a little more complicated. On the other hand, if it is too large, it may be seen as unrealistic. Taking steps to double a client base will be daunting and potentially damaging to relationships with existing clients.
To maximize the impact of goal setting, companies should help employees identify targets that will motivate them to grow without overwhelming them to the point where they feel hopeless. Ideally, goals will be aspirational but also achievable.
The following tips can help navigate the process of effective goal-setting.
Tip #1: Tap into intrinsic motivation
Because passion drives persistence, it will always be a powerful motivator in goal setting. Companies that can help employees tap into intrinsic motivations as part of the goal-setting process will increase the likelihood of them feeling inspired and staying committed to their goals.
Intrinsic motivations can involve general human desires like autonomy and flexibility — things many employees desire, as shown by the ongoing demand for remote work opportunities. Goals that include earning more autonomy or flexibility through excellent performance or production can inspire employees regardless of their role or industry.
Value-based passions such as sustainability, equity, or social justice can also be intrinsic motivators that can inform goal-setting. Goals focused on increasing profitability through greater efficiency can simultaneously be focused on improving sustainability, adding an element of inspiration for employees concerned about environmental issues.
Tip #2: Balance individual and organizational needs
Keeping employees inspired can be challenging if goals focus too heavily on only improving organizational metrics. A more realistic strategy involves balancing the desires of the company at large with the individual desires of the employee.
For example, an employee seeking to improve their technical skills may not directly support an organizational goal like improving client retention. However, as employees become more technically adept, they may leverage technology platforms to improve customer care and, consequently, client retention.
Tip #3: Encourage goals that promote personal development
Encouraging employees to set goals that impact their lives beyond the workplace can be very inspiring, such as personal development initiatives such as continuing education or professional certifications. Employees who achieve these goals can provide an immediate benefit to their company while also developing skills to help them in their pursuits.
Additionally, programs that improve communication skills are a prime example of personal development goals that can be valuable to the individual and the company. Growth in this area can improve an employee’s relationships with clients, coworkers, family members, and community members.
The only caveat here is that companies that promote personal development goals must pay special attention to keeping the goals realistic in light of the employee’s other responsibilities. Encouraging an employee to pursue an MBA while continuing to work full-time will most likely not be realistic, especially during seasons when academic workloads are high, so companies should be open to discussing flexible schedules for those who commit to these goals.
The most beneficial employee goals will lead to a win-win situation. Companies should be able to expect their employees to align goals and expected outcomes with overall objectives. At the same time, they must also acknowledge that goals that only benefit the company will rarely be inspiring.
By leveraging the power of personal needs and intrinsic motivations, companies can inspire goal-setting that enhances personal and organizational growth.
