Goal management is stressful! How to improve your team’s morale?

by | Jun 2, 2021 | Goals, Motivation  | 0 comments

There are times when supervisors who are in charge of goal management may feel stressed by their subordinates, for example, “They don’t set goals at the level I want” or “They don’t take action to achieve the goals.

How can we manage goals without stress? In this article, we will introduce the causes of stress in goal management and solutions.

Why is it easy to get stressed about goal management?

Goal management leads to the proper evaluation of subordinates as well as the overall progress of the work. Since it is beneficial to each subordinate and to the team as a whole, there must be many people who place importance on goal management.

However, it does not work well if only the supervisor, who is in charge of goal management, is enthusiastic about achieving the goal. The gradual deviation from the ideal of goal management may cause stress in some situations.

Why is goal management so stressful? In this section, we will discuss the two main reasons why supervisors feel stressed about goal management.

There is a gap between the goals the boss wants and the goals the subordinates set

One of the reasons why supervisors feel stressed about goal management is that there is a gap between the level required by the supervisor as a goal manager and the actual goals set by subordinates. Subordinates do not set and aim for the high level of goals that their superiors are looking for.

One of the reasons why subordinates try to set lower goals is the relationship between goal setting and personnel evaluation. The progress of goals is useful for personnel evaluation, but if only the degree of achievement of goals is the subject of personnel evaluation, subordinates will naturally focus only on the achievement of goals.

The deeper the relationship with the personnel evaluation, the more negative the evaluation will be, which is why subordinates do not set goals at the level they think they should be.

Other times, the level of goals set by subordinates may diverge from the level required by their superiors due to the current situation where it is difficult for them to work on achieving their goals while performing their practical duties.

Subordinates are not motivated to achieve their goals

Another reason why supervisors find goal management stressful is that goal management does not go well and subordinates’ motivation decreases.

When goal management becomes a mere formality, subordinates tend to forget the goals they have set. If there are few moments when each person is aware of his or her own goals, or if the goals are only formal and not functioning well, the enthusiasm of subordinates to achieve their goals will also decrease.

It is the boss who suffers from the lack of motivation of his subordinates. Goals that were originally set to increase work productivity and performance not only fail to work, but also become a hindrance to work.


No more stress! Goal Management Techniques

So what can we do to avoid stress in goal management? Here are some tips for bosses on how to manage goals with less stress.

Show your subordinates the goals and expectations of the department

Some subordinates may deliberately set low goals, saying that they will be raised anyway or that they will be forced to set unreasonable goals.

If the goal is too low in light of the subordinate’s ability or current work situation, the supervisor who manages the goal must correct it. This not only increases the amount of communication with subordinates, but also requires a lot of work, which can be a source of stress for supervisors.

In order to minimize the amount of interaction with subordinates in goal management and have them set appropriate goals, the supervisor should indicate to them the goals and expectations of the department.

By sharing the goals of the entire department, rather than just individual goals, subordinates are more likely to set slightly higher goals.

In addition, the key to making goal management stress-free is to communicate to each subordinate the results and future vision you expect of them and make sure they understand the level you are looking for.

Understand your subordinates’ career plans

Goals that are only requested by the supervisor or goals that are not satisfactory to the subordinate cannot be considered effective goals. Rather than goals, they become quotas that weigh heavily on the subordinate.

Goals that have become quotas may also discourage subordinates. In order to prevent subordinates from losing motivation due to goals and supervisors from having to deal with stress, supervisors need to confirm the intentions of their subordinates.

It is important to understand the subordinate’s career plan as well and guide him/her to a goal that he/she can also accept. If the subordinate understands that goal management will lead to his or her career growth, he or she will be more willing to take action to achieve the goal.

If you are struggling with goal management, Goalous is the way to go!

If you are struggling to manage the goals of your subordinates, you can use a SNS-type goal management tool Goalous. How about incorporating Goalous? Goalous allows you to set goals for your people on the tool and share actions to achieve them.

They can set their own goals on the tool and share actions to achieve them.

By allowing subordinates to see the progress of their own goals, they can actively think about their work, and it also makes it easier for supervisors to keep track of their subordinates. This will make it easier for both supervisors and subordinates to set goals and manage goals in a more satisfactory manner.

It can also be used to visualize goals, the process of achieving goals, and progress, which should be useful for personnel evaluation. If you are having trouble managing your goals, you can solve all of your problems at once Goalous. We recommend that you use

Goalous, Colorkrew offers free seminars to help you achieve your goals. The company also holds free seminars to help people achieve their goals. It’s a great opportunity to hear from experts about goal management problems and how to deal with them, so we encourage you to attend the seminars as well.

To register for the free web seminar, please visit here.

Summary

Supervisors are often stressed by goal management, such as subordinates not setting appropriate goals or subordinates losing motivation due to goal setting. In order not to be overly stressed, Goalous and other goal management tools. I recommend using Goalous and other goal management tools.


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