Dr. Edwin Locke was a pioneer in the study and researched the link between setting goals and motivation. He formed a basic targeting course when he concluded that clear goals and consequently feedback could encourage the employees very much. They were inspired by the idea of collective work on achieving goals, and it went a long way to improve their performance too. He also discovered that people were more keen on goals that were challenging and specific to goals that were easy and unclear.
Dr. Edwin Locke later worked with Dr. Gary Latham, who had conducted independent research to confirm Locke's results. By the end of the 20th century, they identified five key features that were essential to the success of the goal. In random order, these characteristics are clarity, commitment, feedback, challenge and complex tasks.
Clarity and Challenge
The important characteristics of goal science are that the best goals are those that are productive, clear and measurable. When the goal is clear and clear deadline has been set, there is less misunderstanding about what is expected of employees. A vague goal has very little encouragement. At the same time, the goal is to create a sufficient challenge for employees. If the difficulty level is too low, your employee may find that his potential is not being utilized sufficiently by the company.
If employees are seeing the goals through, commit themselves to the importance of it. Employees are required to achieve the goal if they believe they have been active participants in its establishment. Most companies encourage involvement of managers who believe in incorporating employees in the process of goal and decision-making. Another factor that makes employees more committed to achieving the goal is the difficulty level. If the goal is harder and challenging, employees get driving and inspired and show more commitment to achieve it.
The reaction process is important to the goals. At regular intervals, you need to come together with your team and check their progress. What have they achieved? Are they in the right direction? Did they face any problems? If yes, how did they solve them? Do they need any explanations or additional resources to complete their goals? These are important questions that need to be answered at any time and occasionally. This feature not only helps to see where your team is, but they can also evaluate their own status.
Task Complexity is the last characteristic of the objectives of methodology. If your goals are extremely complicated, make sure your employees do not feel too overwhelmed. If the task gets too much for you, then your chances are that your employees may feel a bit overly or demoralized. When that happens, the goal can be annoying and they can develop resistance to achieving it. To prevent this, make sure that your team or employee is given a reasonable amount of time to accomplish that goal. It would also be a good idea to organize a training or course where you can provide the employee with the necessary skills and knowledge to cope with the existing task.