Goals set the standard against which your entire team’s performance is measured.
But setting that bar is tough.
Set it too low and you wind up with unmotivated, unengaged, or unproductive employees.
Set it too high and you create frustration or resentment.
So if you’re leading a team and setting performance goals, your challenge is striking a healthy balance.
You want your employees to feel motivated and challenged by their targets.
But also like they’re capable of actually achieving them.
Set goals with your team members that are both challenging and achievable.
So how do you set meaningful goals that will properly motivate your people?
Start by asking them to suggest goals that align with the company’s broader aims.
With those goals in mind, ask yourself two questions when setting goals with an employee:
1. Are the goals challenging?
Set stretch goals, which can energize and motivate employees to aim higher than they ever might have considered.
Be careful not to set the bar too low, which risks settling for mediocrity, or too high, which might be unattainable.
2. Are the goals realistic?
Set challenging but attainable goals that account for realistic timelines and resource allocation.
Insisting on an overly ambitious goal can breed resentment.
Success or failure in meeting goals can have consequences for you, your employees, and the company at large.
By setting goals that are challenging and attainable, you can boost your team’s morale, productivity, and overall performance.
