Effective employee goal setting can serve as a powerful tool for:
–    Motivating employees
–    Improving employee performance
–    Developing organizational talent
–    Setting measurable standards for review
–    Translating organization objectives into results
–    Fostering communication with employees

 

Goal setting can also be a frustrating process if it is not tackled properly. The most frustrating part of goal setting and execution is when the outcomes do not match what was expected. Managers tend to assume that the employee will execute according to their vision and then are confused when the outcomes don’t match the intended direction. What is wrong with the process?

Marnie Green, Principal Consultant of Management Education Group and emPerform’s newest partner, teaches leaders that the problem with effective goal setting lies in the lack of clear expectations being set by managers. Marnie believes that whether you are setting goals, objectives, or assigning tasks, outcomes can be optimized by following a checklist for setting clear expectations.

 

•    Establish clear success criteria: When setting and conveying expectations, managers should always say, ‘this goal/task/objective will be successful if….” and then fill in the Read More