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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 to go.
• 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.