Build a goal-oriented culture
Follow this advice to create a goal-oriented culture that will allow employees to do their best work.
Many workers report that their employers and managers fail
to provide clearly defined goals for their jobs. Follow this
advice to create a goal-oriented culture that will allow
employees to do their best work:
• Explain the corporate vision. If employees don’t know
your organizational vision, they’ll just wander aimlessly.
Goals make sense only when people see where you’re trying
• Give workers a voice. Goal-setting should be about more
than telling employees what to do. Workers should also
have a say in determining how the organization moves
forward as a whole. If you don’t trust your employees
enough to help shape your company’s future, why did you
hire them in the first place?
• Share goal-setting duties. Don’t impose goals on your
employees—and don’t assume they already know what
they’re supposed to be doing. Setting goals should be a
shared experience between managers and employees. Ask
workers what they want in order to feel challenged in their
daily routines. Work together to create goals that are
meaningful to the organization and the individual.
• Champion calculated risk-taking. Encourage employees
to take calculated risks to achieve results. Demonstrate your
commitment to risk-taking by taking chances yourself and
sharing the outcome of your experiences with your staff.
• Measure productivity and progress. One key to becoming
a goal-oriented culture is measuring your progress. Put
systems in place that will help you quantify productivity
and ensure that workers keep pushing forward.
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