subject: Why Setting Targets And Quotas To Our Employees Can Be So Frustrating [print this page] Setting goals and quotas are an integral part of any business. Targets and quotas to provide personnel with the goal that must strive to achieve. At the same time it provides a standard that can be measured by the achievements of staff. When used properly targets and quotas that also serve the purpose of motivating employees to achieve more than what they used and thereby increase productivity and work quality. It also helps to clarify expectations of the employer to allow staff knows exactly what is expected of the employer for them.
There are several dilemmas that may have been encountered in the past in the development of goals and quotas.
To set personal goals and quotas or not, personal goals and quotas are contrary to teamwork. As an employer, you will notice that when you put up personal goals and quotas, and your employees to focus more on the individual to achieve their goals at any cost, causing unhealthy competition and destroys 'team spirit among employees.
How to set achievable goals, and if, as the employer, and set targets that are inaccessible or too demanding for your employees who eventually cons-productive. We noted that the goals are unattainable quotas and leave employees feeling like underachievers and makes them feel under constant pressure to perform and leave you stressed out staff. In some cases, can lead to high staff turnover, which would be too costly for your business in terms of the experience factor and lost hours of work lost before being replaced by staff and the additional costs of recruitment and training new staff.
As an employer, you can avoid the above problems when setting goals and quotas for our employees as follows:
Include all staff in developing goals and quotas. This way, you will be responsible for each of the goals set by employees of the vast majority of cases provided for employees is higher than the goals I had set for them, but which they know are achievable with a little work hard.
Division of long-term goals goals short. By breaking the annual objectives with the objectives of the monthly, weekly and daily, it is easier for employees to look at and make. It can also be encouraged, rather than focusing on some of the money for employee goals that focus on activities that will lead to access to money, as sales calls necessary or relevant.
Recognition and reward all team members are met when the targets and quotas helps strengthen team spirit. And destroyed most of the time the team spirit by recognizing and rewarding the team leader only when it is the achievement of forget that it took the efforts of the team for goals. May offer rewards to employees who have achieved the objectives of cash or non-cash (such as tickets to a game) and can motivate the whole team completely.
Avoid general objectives for all team members. Looking at the annual target and divide it equally among all employees is wrong approach, because the different staff and different abilities. If you use this method, you can end up giving low achievers objectives that do not motivate goals while giving the new or less experienced staff that are not accessible. Instead, each employee receives the objectives that can not check that hard enough to keep them motivated to work hard.
