manedge

There are three questions every manager should ask themselves while evaluating employee goals. If anyone of these three questions cannot be answered in the affirmative, then it might not be the best goal for that employee. Is the goal achievable? As leaders we want our employees to succeed. Failing to achieve an impossible goal can be demoralizing to the employee. Once it becomes clear that the goals won’t be achieved; motivation will wane quickly. Is the goal difficult? This might seem like it is in conflict with whether the goal is achievable, but it is different. The goal must stretch the employee. Successfully stretching employees will naturally improve productivity. Will the goal move the strategic pendulum? Every employee goal should be linked to a company or team strategy. The employee needs to know how their success affects the organizations success.

Writing in his column THE HUMAN FACTOR in the Business Standard, January 22, 2010, Shyamal Majumdar rightly announces,  Managers of the world seem to be united in their passion for wasting time at work. According to the Late Sumantra Ghoshal a whopping 90 per cent of managers waste their time by procrastinating, becoming emotionally detached, and distracting themselves with supposedly busy work. Some examples of how many things “busy” people are doing that will never be missed. ·          just stare at just about anything so that people around them think that they are pondering something intense. ·          schedule meetings just to tell juniors to “work smarter, not harder” and to “think out of the box” etc. ·          send emails and call up people to find out about things that would have got done anyway without their intervention ·   ...