By Dr. Sue Ann Guy
Definition, Occurrence and Symptoms: Goal setting motivates employee performance within the workplace.1, 2, 3 When employees both plan and receive clear goals for employment, employee job satisfaction increases. Goals for employees clarify how to prioritize tasks, how decisions impact employment, teamwork expectations and compensation for overall employment success. Employment goals should be established with employers before hire, but only after individuals consider personal goals. For example, you plan to complete a $6 million project within two years before returning to your home State to care for parents. Employment goals may change during the course of employment for any reason (i.e., changes in personal needs, business goals, etc.). Keep in mind that employers may or may not support personal goals during the course of employment. Failure to plan achievable employment goals may lower employee morale, incite team resentment, reduce productivity, decrease role clarity or stir employee disengagement.
Coping Strategies: Again, consequences exist for failing to plan employment goals (i.e., lower employee morale, disengagement, low productivity, etc.). When employer goals and employees’ personal goals coincide, job satisfaction is maximized.1, 2, 3 Start planning by first understanding your own personal goals (i.e., job preferences, salary requirements, family plans, income planning, etc.). While job seeking, listen attentively to the interviewer’s employment goals to ensure your personal goals align. For example, if an interviewer mentions that salary raises occur only after gaining seniority (or 5 years of employment), consider if your cost of living will surpass your current salary during that period of time. Discuss goal planning with your employer as necessary. Aligning your personal goals for employment with your organization’s employment goals is mutually beneficial. Foster and communicate a work environment that encourages employees to plan employment goals.
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