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Control Freaks Goals Listening Motivation Condescending Treatment Power Plays and Players
|  | I am a new manager here, and I was just informed that I am supposed to meet with my employees to discuss the goals that they have set for themselves for the coming year. I do not believe in this process. I am the one who sets goals for my employees because I know what is best for the company, while the employees are out for themselves. How can I get this point across? |
|  | It is pointless to try to get a questionable point across to others. Your comments actually point to an over-controlling style in which employees are treated as unthinking self-serving pawns who therefore must do everything your way. When employees are treated with a lack of trust and respect, they tend to respond with dissatisfaction, disenchantment, and resistance. Employee input in the goal-setting process can be truly motivational and lead to increased likelihood of goal attainment. The lack of such input opportunities can lead to a steep decline in performance and productivity. This does not mean that employees should be solely responsible for determining all of their goals. Rather, they should be given the opportunity to develop goals, and you should be developing goals for them, too. The next step is to discuss all of these goals, with the final approval resting with you. This should result in clear, specific, and measurable performance goals and individual development goals. Speaking of the latter goals, you should think about formulating one for yourself that focused on taking more management classes. |
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