Level Set

Do you have an employee whose performance level has stagnated and doesn’t seem motivated to make any improvements?  What can you do to encourage his continued growth and skill development?  Set your sights high.

Be perfectly clear on your expectations of an employee and set those expectations high.  Don’t assume that your definition of a clean stall is going to be the same as his definition of a clean stall. Take the time to define acceptable performance clearly and you’ll avoid brambles down the road.

When a sharp shooter sets his sights high, his bullet hits above the target.  It’s not recommended for winning sharp shooting matches, but it is for raising performance levels.  Set your expectations for employees high and definitely above their current performance level.  

 People are automatically drawn to others’ expectations of them, whether they’re high or low.  If you hammer into an employee’s head that she’s incompetent whenever she makes a mistake, she’ll be drawn to your low expectation of her performance and start the downslide toward incompetence.  

But if you reassure her that she’s intelligent and you’re confident that she’ll do better the next time, that’s the expectation she’ll fulfill. So be sure to set your expectations high then watch your staff members rise to meet them.

 It’s also essential that you as a manager set the example for the performance level you expect from others.  Hypocrisy on the part of the trail boss creates a negative domino effect.  It breeds resentment among the staff, which undermines morale, which decreases productivity, which gets you chewed out.

Employees may not work as well as you do, but they will work as poorly as you do.  People follow the leader, and if you’re cutting corners or just lazin’ around the bunkhouse, employees will follow your example.  So make sure your example is a great one.

 If you want your employees to grow and develop new skills, then set your sights high.  Treat them like they’re competent and they’ll respond by becoming exactly that.  And always show by your own example exactly what you expect of them. 

About the Author:

© 2008 Kim Gibbs, Speaker/Author/Cowgirl. Kim shares her western wit and wisdom to give organizations a leg up with motivating employees, customer service, wrangling stress, effective communication, achieving success and reversing negative attitudes.

Find out more about Kim’s presentations and products and claim your complimentary report on the 15 Biggest De-Motivators in the Workplace at http://montanaperspectives.com or contact her at kim@montanaperspectives.com or 406-240-7882.

Article Source: ArticlesBase.com – Motivating Employees – Set Your Sights High

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Goal Setting – long, medium and short term goals (Andrew Collings)

Most experts agree that something can be achieved by introducing goals. However, if you're like most people, may have sought an objective of the program in the past and was unsuccessful. You may have set goals a very happy and possibly drunk on New Year's Eve and promised himself that this will be the year you reach your goals – however, end of year targets are not met, and the list is set on the eve of new year is anywhere.

Today, dear reader, we explore goal setting and share a goal to establish a secret that has been used by successful people for generations. A system with only an hour or so a week, it will achieve its goals at any time.

Setting the overall goal is to write goals and review them. To achieve its objectives Successful people take this further. That four to five main objectives generics in their lives and break these components and more attainable goals. No program is divided into five components for you to use as detailed below:

Long Term Goals (eg, 7 to 15 years): In this level objectives are more general and generally address four key areas of your life, for example, health, financial, family and social. One objective of this level may have a low financial net worth of $ 10 million.

Annual Goals: These goals are written generically, but within the scope one year time frame. The objectives of contributing back to the four or five aspects of your life (studies have shown that four to five areas had the greatest success). Ask what will have to do in the coming year to achieve its objectives. For example, under the previous financial goal, you can indicate that you have to increase their wealth net of $ 100k. To do this you may decide that creating your own side business, is the way forward. As such, its annual target would be the creation of a business secondary (in a given area), based $ 100k worth of wealth. A number of annual targets is about 8-10.

Monthly Goals: We are now beginning to enter the configuration details of goals. This is where you provide details of how they will achieve their annual targets. Finding out what would to do each month to reach the objectives.

Weekly goals: Week is similar to the monthly specific goals. Again, write what you will have to achieve each week to meet its monthly target.

Daily goal and to do list: This is the base level of targeting, and is the most important. Here is where you can act. Early in the day, look at your goals 7-15 years, annual goals, objectives and goals weekly monthly. Write a list of what you have to do today to move closer to his goal. In the list, highlight the main tasks to be completed today. Focusing on these tasks first.

And the system in a nutshell. To recap, 7-15 years development goals (about four) that are one sentence each. Develop annual goals (about 8-10) sitting on its four main objectives (a few paragraphs each). Write what you have to do each month to achieve on May 8th 10 goals). Write what you need to perform each week to meet their monthly targets. Write a "to do list" at the beginning of each day, after reading all the other goals. Highlight activities in its "Task List" which takes you closer to achieving its goals and that these first.

The system is successful because firstly, check what you want to achieve in your life, and then set specific goals, first in a broader framework of time and then more specific to help achieve their lifetime goals.

If you just write what we want (for example, has 1 million dollars in a bank account), without knowing the reasons why you want, then most likely your objective will be failed.

Good luck with your goal setting!

About the Author:

Andrew Collings is the founder of www.defeatthegrind.com (a weekly self help, health and parenting ezine) and has over 10 years experience in self help, health and parenting. Andrew has a Degree and Masters in social science and has also completed post graduate management studies. During the day, Andrew works as a principal in a consulting firm, and has had numerous pieces of planning work published. He is married with three children, and currently resides in Melbourne, Australia. As a hobby he is a juggler and magician.

Article Source: ArticlesBase.com – Goal Setting – Long, Medium and Short Term Goals