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Methods for Facilitating Employee Development Through Goal-Setting

by Uneeb Khan

As more and more businesses across the world adopt in-office or hybrid work models, staff members everywhere are preparing to face a host of novel (and perhaps familiar) difficulties. Most companies implement methods for Facilitating Employee Development Through Goal-Setting For an organization to thrive during these changes. It is essential that morale be kept high amongst its staff. So, how do we keep the motivational fires burning brightly among our staff? Employees should first establish their own objectives. First, we’ll examine why it’s so crucial to regularly set employee goals before diving into strategies for doing so effectively.

Read More: Mavie Global

Reasons Why It’s Crucial to Set Objectives for Workers

It’s generally accepting and putting your ambitions on paper improves your chances of actually accomplishing them. When you write down your goals, it forces your brain to focus on them. To that end, you’ll be more motivated to make strides toward realizing your goal. The ability to objectively evaluate one’s own performance is greatly aided by well-define goals in the workplace. This way, management can step in and help if necessary if an employee isn’t making sufficient progress on a task or project. Many people today feel what best-selling author Adam Grant calls “languishing,” a state of inertia or void. You’re not dead in the water, but you’re also not exactly flourishing.

Organizational Psychologist

Grant, a Wharton School of Business organizational psychologist, told the Times that the potential for low morale in the workplace is greater than ever. That can lead to increased employee turnover, low engagement, and decreased output for your business. Keeping all of this in mind, I’ve compiled some tried-and-true methods for re-energizing your staff and achieving shared objectives.

Relate It to The Bigger Picture

This idea, that we can get so caught up in our own work that we fail to take a step back and assess the big picture, is common, especially in dynamic, expanding businesses. In fact, I went through it personally before starting my own webform company, JotForm. As junior developers, we rarely got reminders from above about how our efforts fit into the grand scheme of things.

Individual Goals

When the worker is isolate in their individual goals, they risk losing sight of the big picture, which can have a devastating effect on morale and productivity. However, when workers are aware of how their work supports the organization as a whole, they are refueled in their efforts to contribute to the success of the organization’s mission. This contributes to the company as a whole reaching new heights of success.

So, How Do Bosses Make the Necessary Connections?

Maintain regular meetings with your staff to go over the company’s long-term objectives and explain how their individual goals fit into the bigger picture. Employees at all levels should be able to explain how their work fits into the bigger picture of the company’s goals and objectives, as Amy Gallo puts it in the Harvard Business Review. The term “routinely” is used because as your business develops and its needs change, so too will your company’s objectives.

Get Both More and Less Specific

Leaders often talk about “taking a hands-off approach,” or trusting their employees to figure out how to do their jobs. And while it’s true that having more control over one’s work environment improves employee motivation, there is one important caveat that needs to be taken into account if we want to maximize the benefits of this approach. To clarify, less is more, but more is also useful. Seriously, what does that entail? You can trust your staff more if you first make their goals more explicit.

Authors from the Harvard Business Review provide a further explanation:

At JotForm, our objective is to provide crystal-clear goals and then get them out of the way of our employees so they can figure out the best way to achieve those goals on their own. Employees’ creative ideas consistently blow us away.

How to Be More and Less Precise

The authors of the HBR article suggest encouraging exploration, experimentation, and risk-taking, as well as connection, to achieve this paradoxical state of more/less. Build a workplace where people feel comfortable interacting with one another and sharing their thoughts and ideas openly and frequently. A leader can inspire risk-taking by celebrating setbacks and highlighting lessons learned, for instance. This is not to excuse shoddy or unmotivated work, but well-intentioned missteps can often teach us more than we realize.

Read More: Mavie Global

Audacious Ideas

The teams at JotForm are encouraged to try out their most audacious ideas during weekly “demo days,” which are similar to hack weeks but don’t require the production of a finished product. Mark Zuckerberg is quoted as saying. You can foster a sense of community by reimagining the workplace to be more amenable to spontaneous chats and meetings, such as by installing an open floor plan or a cafeteria outfitted with large, shared tables. It is more likely that employees will achieve their goals if they are encouraged to explore and network.

Demand Responsibility

When workers fail to meet their goals, it’s important to dig deeper into the situation to figure out what went wrong. The Wallace Brett Donham Professor of Business Administration at Harvard Business School and co-author of Being the Boss: The 3 Imperatives for Becoming a Great Leader, Linda Hill, tells Harvard Business Review: It’s crucial that workers appreciate the risks associated with goal-setting [7]. Without this, the whole practice will merely be going through the motions.

Think About Redefining Your Goals

Changing the wording of a goal in even a small way can have a profound effect. Recent studies have shown that the way a goal is framed can have a significant impact on the likelihood that it will be achieved. In particular, setting loftier goals can result from recasting a goal in a way that seems at odds with the original. In actuality how does that look?

Minimizing Interruptions

To illustrate, imagine that a worker is interested in minimizing interruptions while they are on the clock. Instead of saying, “I will work undistracted for 6 full hours today,” try “I will not web browse or use social media.” It turns out that the guilt and shame associated with falling short of the goal-inconsistent framing are more potent than the same for consistent framing. Employees will be motivated to aim higher as a result of this.

Furthermore, we are aware that each individual is accountable for developing their own individual objectives. Managers, on the other hand, can be proactive in assisting employees in the goal-setting process. Changing the way, you phrase things can have a dramatic effect on productivity, inspiring your team to go above and beyond, and multiplying your company’s success.

Acknowledge Major Successes

Leaders can’t possibly congratulate their teams on every single success, but they should make an exception for significant milestones like entering a new market or exceeding a sales goal.

Hiver’s founder Niraj Ranjan Rout argues that managers should not single out a few “star” workers for praise but instead give everyone encouragement and feedback. According to what Routt has to say [9], that includes everyone from the interns to the top brass. Furthermore, a lavish banquet is unnecessary to show appreciation to staff. A simple “job well done” at the water cooler or congratulations in the company newsletter can go a long way toward boosting a coworker’s morale.

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