Too high a goal, is the beginning of failure: setting well-founded goals requires '3 forces'

Too high a goal, is the beginning of failure: setting well-founded goals requires "3 forces"

In the workplace, setting goals is something that happens in every business.

But there are few really reasonable ones, why?

Because most bosses are greedy, stingy, and very scheming, the goals they set for their employees are often unfulfilled.

The boss is eloquent and promises a lot of benefits to his employees. If he completes the goals he has set, he can get a lot of benefits.

But whenever they hear such words, not only are the employees not excited by the generous rewards, but they have already scolded the boss countless times in their hearts.

Just because these bosses don't understand management and want higher benefits, but they don't want to spend more money, so they can't wait for the employees to work for him for nothing.

These bosses do not know that high goals are the beginning of failure.

A really smart boss has a basis for setting goals for employees, and often needs these "three forces".

The first one: ability

We often say that if you aim at the sun, you can shoot at the moon. If you aim at the moon, you can only shoot to the treetops.

Many business budgets have side effects because they set goals that are too exaggerated.

No one is a fool. I know that I can't achieve my goal, why should I bother to complete the 90%?

Therefore, when setting goals for employees, there must be a basis, not random.

For example, it is effective to set goals based on employees' abilities, look at their past performance, and use this as a measure to set goals.

Effective goals can not only enhance the enthusiasm of employees, but also mobilize everyone's enthusiasm for work and improve the atmosphere of office work.

Employees can't be more clear about their own abilities. Knowing that they have the hope of accomplishing their goals and getting rich rewards, they will definitely work hard and constantly try to break through themselves.

In this way, the whole company will enter a virtuous circle and become stronger and stronger.

Second: power

If someone told me that if I could jump 3 meters high, they would give me 200 million.

Know how I would answer him? I would say: Haha, thanks, I don't want it.

Why?

Because when goals seem outrageous to me, I don't have the ability to execute.

The so-called lack of execution, in short, lack of motivation. Knowing that I can't jump 3 meters, even if you give me the whole world, I can't do it.

In the workplace, many bosses do not realize this and set goals for the team indiscriminately. Not only does it depress the motivation of employees, but it also makes everyone lose their motivation to work.

A good goal can indeed play a positive role, but a bad goal will only make the team fall into an endless loop.

A team that has lost momentum cannot move forward half a step.

The third: perseverance

If you want to lead the team in a good direction, a well-founded goal should be ranked first, followed by a plan with measures.

Even in many companies that do well, few leaders understand this.

Most leaders set their goals as high as possible, as if they are afraid that employees will achieve them and take away the company's rewards.

What is the point of such a goal?

A goal that has a basis and can be achieved through hard work is a really good goal. It can not only stimulate the motivation of employees, but also exercise the perseverance of the team. Executed and completed again and again, in the long run, it will become an indomitable wolf team.

Therefore, when leaders set goals for employees, they must remember to be reasonable and reasonable, and think about the above-mentioned "three forces" in order to play a positive role in the team.