Creating Powerful Goals, Part 2

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.