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3 Goal-Setting Mistakes You Can't Afford to Make

3 Goal-Setting Mistakes You Can't Afford to Make
From Recruiter - July 16, 2017

Goals are like your roadmap in life, or a compass. If you dont know where you want to go, you can never get there. - Spyros Thalassinos, founder of Design Haven

We harp on productivity metrics and constantly refine performance management programs, hoping all the attention will lead to more productive workforces and better business results.

But what if the real issue occurs much earlier in the process? What if performance is being stunted at the very outset?

It happensand it happens quite oftenwhen leaders and managers neglect to set performance goals with their workers, leaving employees without the roadmaps they need to succeed.

Here are three common mistakes companies make with respect to the goal-setting process:

Mistake 1: Not Setting Goals in the First Place

One of the most common goal-setting mistakes is not setting any goals to begin with. Only 36 percent of organizations have standard, company-wide strategies for setting goals. Theres a significant chance your company isnt making a regular, concerted effort to set meaningful employee goals. This lack of goals is damaging toall involved, but especially to your newest hires. You invested so much in attracting them, and now they lack the guidance they need to thrive.

The Solution: Theres no shortcut here. To fix this mistake, you have to create an organization-wide goal-setting process leaders and employees can follow. The protocol should be scalable and applicable to everyone from interns to executives. That way, the goal-setting process will build good habits across the organization and remind everyone that no one is too new or too experienced to aim for improvement.

Mistake 2: Setting Goals That Are Too Attainable

No one reaches greatness unless they consciously set themselves up for it. Theres nothing wrong with focusing on the little tasks that lead to the end of a big project, but those are daily goals. Theyre different from the big goals we use to guide our career trajectories or the achievements of an entire company.

When setting goals with employees, its important that you find a balance between big challenges and smaller, more obvious wins. An even mix will mean a motivated and satisfied employee, while too much of one or the other canlead to frustration.



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