Every performance management training program tells you to establish clear goals for
your team members in order to encourage greater effort and measure improved
performance.
But
there is a down side if you are not careful. Too many or too consistently
difficult-to-achieve performance goals can backfire. Instead of inspiring more
energetic effort, such goals can discourage workers until they give up trying.
Think
of how you would feel if, time after time, despite your sincere attempts, you
failed at achieving the stretch goals your manager set for you. You are apt to
believe that you will never make the grade. You become so discouraged that you
are defeated even before you begin.
As
a manager, stretch goals can set the bar high and motivate your team to ever
greater performance. But don’t overdo it. One stretch goal at a time
interspersed with more achievable goals will keep your team focused and on
track.
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