It is ironic to implement a goal-setting program that is not likely to meet its goals, but that is exactly what your manager has done. It is true that goals can have an important impact on motivation, but there is more to the process than simply writing up some goals and handing them to the employees.
First, the motivational impact of goals is greatly enhanced when employees participate in the process. This does not mean that employees have the final say, but it does mean that their ideas are considered when the manager finalizes the goals.
Secondly, by creating goals that are impossible to meet, your manager has missed another motivational landmark. For a goal to be motivational, it should be challenging yet attainable.
It is also important to establish some individual developmental goals in addition to performance goals. Developmental goals focus on your personal growth and the specific skills or abilities you plan to improve.
You should meet with your manager to discuss your goals, suggest that the two of you jointly establish some additional goals on a trial basis, and then agree to review them on a specific date in the future. Either way, one of your goals should be to change your manager's approach to goal-setting.
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