Monday Motivation

Have you ever been part of a goal setting discussion?  Whether you were an employee or boss, it is important to understand the expectations of your job and have a goal that stretches yourself to a higher level of performance.  But how many of these goals actually end up being reached?  I guess the answer once again depends on so many variables.  I know I have not always had the best experiences with setting or receiving goals.  Today's newsletter will outline seven reasons that goal setting may backfire and actually demotivate an employee. 

Great reading!

Diane

P.S.  Please share your thoughts about this email or send future topic ideas to diane@dianeamundson.com  

It is my guess that most of us have been part of a goal setting process that backfired. In other words, the goal(s) that were intended to motivate us to a higher performance level actually did the opposite, and demotivated us! How can this be? Well I have developed a list of seven reasons why this may happen to you as a giver or receiver of goals:

• Person receiving the goal was not a part of setting the goal. "Buy in" to a goal is critical to the successful implementation of a goal. Whenever a goal is imposed, a worker will often oppose the action needed to reach the goal.
• The goal is too "lofty" and impossible to reach. This goes hand in hand with the first reason that goal setting fails. You want your employees to be set up for success and obtaining incremental success is better than setting an expectation that is never going to be met. Many times an employee will agree to a lofty goal only to please the boss and immediately 'give up" on any extra effort due to apathy towards the goal.
• Incentive for goal is not great enough. You may be thinking at this point that the incentive is "keeping your job". However, I believe in setting performance goals that have an extra bonus attached if a higher level of performance is reached. These bonuses can add excitement to a job that has become routine. I recommend asking each employee for their key motivators. i.e., time-off, money, vacations, etc. If possible, make the incentive customized to what your employee wants and you will see a greater payback.
• Incentive is never received. This may seem like a no-brainer, but you need to give an award to an employee if they earned it. Do not delay! The sooner it is received the greater chance for success at the next goal setting discussion.
• Time to reach is too long. By breaking down larger goals into smaller targets, you will make sure that your employee stays motivated to hit the quicker targets which gains momentum for the larger goal.
• Too many goals. We are known for measuring everything in the United States. Sometimes our constant need for measurement leads us to over-measure. By giving a few (1-3) goals, you will keep your employees from losing focus.
• Too hard to measure. The employee should be able to measure the goal by themselves, if possible. If the information comes from a different department, make sure there is an agreed upon timeframe for receiving goal updates. When possible make it SMART: specific, measurable, action-oriented, and relevant on a timeline.

Question for You:

Do you find that goals are often not met in your department? Or do you often get demotivated by goals that are given to you?

Action for You:

If you are the one setting the goals for your employees, make certain that they are involved in setting the goal and incentive, if possible. If you are receiving a goal, ask to be a part of the process by making sure it is SMART with an incentive that will set you on fire.