GOAL SETTING
Goals That Make Employee-Centric Managers Out-Perform All Others BY DR . JACK WILEY
In the field of organizational psychology today , the dominant theory of employee motivation is goal-setting theory . It ’ s a powerful theory explaining what activates people to perform at increasingly higher levels . Research shows that those who set goals clearly outperform those who don ’ t . And further , that those who set specific , difficult goals outperform those who set general , easier-to-achieve goals .
Most managers want to lead a winning team . But employee-centric managers balance a specific set of clear-cut goals to achieve genuine , lasting business success .
Their goals are :
1 . TO GET ALONG WELL WITH ALL MEMBERS OF THEIR TEAM .
Employee-centric managers aim to foster good , respectful relationships with subordinates which helps smooth the way to higher personal satisfaction and productivity . Having difficult relationships with subordinates is no fun and a source of vexation for everyone involved .
2 . TO ACHIEVE POSITIVE INTERPERSONAL TEAM CHEMISTRY .
Regularly needing to step in and resolve interpersonal conflict within a team is a clearly a drag on time and energy and makes everybody grumpy . Employeecentric managers step in to resolve conflicts quickly and well , keeping both co-worker cooperation and team output high .
3 . TO OVERSEE A HIGHLY ENGAGED TEAM .
Employee-centric managers understand the drivers of engagement and act accordingly . They ensure a good employee-job demands match , they recognize and empower employees , earn their trust by walking the talk , and help employees develop new skills , keeping them excited about the work itself .
4 . TO CREATE A HIGH-PERFORMANCE TEAM .
Maximizing the value of the resources entrusted to managers is what it ’ s all about . Managers of teams that consistently out-perform others adopt the employee-centric management style as the surest pathway to team success .
5 . TO OBTAIN HIGHLY FAVORABLE PERFORMANCE REVIEWS .
Being seen as competent in what we do is important to all of us . Employee-centric managers meet and exceed their personal performance targets and achieve favorable reviews from their managers by ensuring employees have what they need to get the job done .
6 . TO MAXIMIZE THEIR REWARDS .
Rewards for managers typically fall into one of two categories : higher incomes and better opportunities for career growth . Top-performing managers rely upon the employee-centric pathway to achieving their rewards , knowing it produces the best employee experience and the highest team performance .
The big question is : what specifically does an employee-centric manager do to accomplish these goals ? My research reveals their eight attributes : 1 ) show support and understanding , 2 ) provide recognition , 3 ) treat employees with dignity and respect , 4 ) communicate clear performance expectations , 5 ) reward performance contributions , 6 ) demonstrate competence in problemsolving and decision-making , 7 ) be just and fair , and 8 ) be honest and trustworthy . This defines the employee-centric manager – one consistently performing at the highest level . +
Jack Wiley , PhD , is an award-winning organizational psychologist , researcher , and leadership consultant . Dr . Wiley is president and CEO of both Employee Centricity LLC and Jack Wiley Consulting , LLC ; he also serves as the Chief Scientific Officer at Engage2Excel . With more than 30 years of experience studying what employees most want and what organizational design factors best promote business success , he is a frequent keynote speaker and media contributor -- on issues related to the workplace , employee engagement and retention , leadership effectiveness , and business performance .
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