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Go for the Goal

There’s no question that having goals is motivational, and the internal and external recognition associated with achieving one’s goals is particularly uplifting. You can set the stage for these compelling forms of personal recognition and psychological rewards by working with your employees to establish goals, and then providing coaching and guidance along the way.

However, it is important to make sure that your employees’ goals are real goals, and not merely dreams. A real goal is clear, specific, prioritized, and measurable, and it includes a deadline date and benchmark dates along the way.

By devoting time to work directly with your employees to create their goals, you are telling your employees that their potential contribution to the organization is of great value. And, on a subtle level, you are telling your employees that they are of great value.