Goal Setting
Goals Are Crucial For Motivation
11th October 2004

People will not be motivated if they do not know what is expected of them.  The objectives you identify for the company need to be turned into practical, achievable goals for the individuals working in it.  If employees can see how their success contributes to the big picture, they will feel motivated and enjoy being part of the organisation.

1.     Always agree realistic goals which directly benefit the business.

Example: Reward a salesperson according to sales made, not according to the number of sales calls.

-   Ensure employees can influence the results they are being asked to achieve.

-   Agree targets against which both you and the employees can monitor performance.

-   Reward employees for achieving their goals – with money, praise or opportunities to run new projects.

2.     Give everyone a chance at success.

Example: A book-keeper is more likely to stop debtors taking liberties if he or she has responsibility for bringing the figures down.

-   The book-keeper also needs to know why this matters so much.

If employees understand problems, they often come up with solutions themselves.