An Imposed Goal is not a Goal

It is already October, we are close to the end of the year and for most of the companies it is time to think about setting goals. For some people setting goals just means a request from HR to track some data and to meet something that every organised company is supposed to do every year.

But for some others the goal-setting period is an opportunity to discover how far you can get.

If you are a manager listen first

Your job is to listen the goals of your employees and give suggestions if needed, but never to impose a goal. We can't call "goal" something that is imposed or assigned. That is usually called a "task"... which is something different.

Giving employees freedom to think and set their goals is one of the most interesting things a manager can experience. When people are not limited, managers can listen ideas they never thought before.

Only once or twice per year

The goal-setting period is one of the few times when employees have a chance to freely express what they want to achieve and how they want to achieve it, so don't make this time like another regular day where duties are assigned. The goal-setting meeting is different, it is a time for the employees.

A specific amount of goals?

Waiting for your employees to set additional goals may convert the meeting into an awkward moment. If they don't have more goals that's the way it is. We can't force them.

People with Goals = Motivated People

Listening to people's goals gives you a sense of how motivated they are. Their desire to grow can be easily noticed when they express their goals. But what if we don't let them to propose their goals?

Feel free to drop your comments in regards to this interesting topic.

Regards,

Erik