Goal Setting in The Workplace: Pursuit of Perfection Every Time

If the old understanding is that the more homogeneous the conditions of workers in a company, the better, then the latest research has found the opposite, namely the more diversified conditions in a business place are in terms of gender, race, religion, sexual preference, and even culture; the better the company will be because it can have diverse perspectives, especially if a product serves many people in almost all corners of the world. An understanding of goal setting in the workplace in each demographic condition will certainly make a lot of decisions that can be taken correctly.

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Often when we do goal setting in the workplace we will be bumped by so many interests. This will be further aggravated if there is a political element involved, so that it can create uncomfortable and unfavorable conditions. This seems to interfere with the process of achieving the previously agreed upon common goals. Therefore, an organization should be able to make a leader, if that person has the same vision and mission as that of the organization. The leader does not have to be someone who has built a long-term career in the organization, but can also come from someone who already has a lot of experience in a similar industry or what the organization wants.

The process of goal setting in the workplace is not a process that is only done once and then it is finished. This process takes a long time, because often we have to evaluate and improve on the goals that have been agreed upon previously. Moreover, if there are changes in the stakeholders, then there could be many things in the organization that must change. The goals of the workers in a company must indeed be the same as the main goals to be achieved by the company.

In the process of determining and finalizing goal setting in the workplace we have to invite key employees because in the end it is that person who will work on a daily basis to fulfill the goals set. Because usually this will make insights from the implementer’s point of view heard, and if there are problems, what can management help to solve the problem in question. Top management usually only understands the core things and has less ability from the technical side because they have only been involved in the general strategic part.

The SMART concept, which stands for Specific, Measurable, Achievable, Relevant, and Time Based, is currently the most appropriate concept to use in goal setting in the workplace. There are many derivative tactics used to make this concept easier to use at larger and more complex organizational scales. Make sure all members in the organization have the same thing about what output you want to achieve, because this will cover the responsibility given to someone to work better every day. Also make sure you don’t set goals that are too simple and easy to get the people out there stuck in a comfort zone that is very bad for long-term success.

Previously we also wrote articles about self esteem interventions.

Make sure to periodically review goal setting in the workplace because external conditions usually occur so quickly, that if we fail to make decisions quickly, we will lose the momentum and competitive advantage we have enjoyed so far. There have been many examples that say that if a company fails to innovate and underestimates something new and more adaptable to market demands, then the company will be disrupted and lose to the existing competition. Whereas all companies certainly want to be big and survive in the long term and will continue to exist for several generations to come.

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