A survey of over 1300 British organisations found that the vast majority practice some form of goal-setting There was a lack of drive when goals were too complex and time-to-completion vague and uncertain. This was supported by a Sheffield University study which discovered that in organisations faced with a complex series of goals, the link between pay and reward was not strong.
So upping pay only serves to create richer but still confused workers.
.
What has also been shown that how you treat your people also counts. A perception of being fairly dealt with, and being allowed to participate had a link with how motivated managers felt. As such it appears we should consider these following points to help us create a motivating environment in which to achieve goals
a) clarity – and framing goals in specific terms and avoid over-complicating things
b) goals should also have a timeframe that is not too lengthy
c) a long term goal, must have intermediate goals as milestones
d) celebrating milestones
e) allow plenty of participation
f) create a collegial sharing climate
These are just a few things you can do today to help create a motivating workplace that encourages goal-getting.