Goals that are too general
A goal simply to "improve performance" may sound good, but what exactly does it mean? As the Entrepreneur website points out, managers often set general, vague goals that don't provide the team with any specific direction. As a result, employees don't know what to do and feel lost. It is better to set clear, specific goals that are easy to measure and understand.
Lack of communication
It is not enough to set a goal; you also need to communicate it clearly. Managers often assume that if they write something in an e-mail, the team will automatically understand it. But goals need to be explained, not just written. Ensure every team member understands what exactly is expected. Otherwise, the goal risks being met only partially or not at all.
Unrealistic goals
We all want to achieve great things, but overly ambitious goals can demotivate employees. If the goal is unattainable, employees will quickly recognise this and stop trying. It is therefore important to set realistic goals that are challenging yet achievable. Motivation increases with each small achievement that moves the team forward.
Forgetting individual differences
Every team member is different, having different strengths, weaknesses and working styles. It is a mistake to set goals that fit only some and ignore the needs of others. Therefore, you should try to tailor goals to individuals and ensure each team member has the opportunity to contribute according to their abilities. Personalised goals lead to higher engagement and better results.
Lack of ongoing feedback
Setting a goal at the beginning of a project and then waiting for the end result is a recipe for trouble. Managers often underestimate the importance of ongoing feedback. Regularly checking on progress and providing constructive feedback allows the team to adapt, improve, and achieve the goal more effectively. Feedback is not just a "review at the end", but a tool to guide throughout the process.
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