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As part of an on going process,of motivation and development,managers should set employees goals. In fact many companies now hold regular Personal Development Reviews at which such goals are discussed and set.

These goals should be within an employees capabilities and job description. Anything that goes above and beyond these standards can be set, but must be treat differently. Many employees are happy to stretch themselves and want to prove what they are capable of in order to progress through the ranks. However undertaking tasks which are not part of an employees role should be on a voluntary basis and not be used to fill gaps in the workforce which need filling.

Setting goals for employees can be included in an induction package and the on-going personal development reviews. It may be simply making sure a deadline is met or achieving a new skill. Similarly it could be making sure that for example person's speed at a particular task improves and so increases output. If managers set goals which will help the employee in their current role the whole team will benefit. Regular discussions with employees should enable managers to understand their staff and identify those who want to climb the 'Corporate Ladder' and those that do not. It should never be forgotten though that the 'foot soldiers' of the company play an important role. Often someone who is happy in their role and does not want promotion may want to improve their capability at work and increase their job satisfaction.

If an employee wants to develop a career the goals can be used as stepping stones towards a new role .So here are a few tips for setting goals:
Make them achievable.
Make them realistic.
Make them relevant .
Be fair in allocating tasks and goals.
Try to make them interesting.
Praise staff when they achieve their goals.
Start small and work up to goals which require training or dedication.
Use these goals and their outcomes to assess staff.This can help you to utilise your workforce fully.
Have timescales for goals. If the goal, for example, is to become competent in a particular aspect of the job there should be a deadline. If there isn't some staff will never achieve the correct standard.
Managers must be firm in setting goals and make sure staff know exactly what is expected of them.

New employees need to have some goals to reach their full potential in their new job. Obviously they will not have a thorough working knowledge instantly. Managers can make targets for them to reach each month, for the first six months. This can prevent them falling into unprofessional or sloppy working methods.

Some companies have defined goals such as meeting certain production levels. These are often rewarded with a bonus. Sometimes this bonus is only paid yearly and is linked to attendance at work. This has a good impact on production and attendance and helps the workforce feel that they are part of the company and personally involved.

As an employee you may want to set yourself goals. This can certainly improve your perception of your work and give you something to strive for. A few years ago I asked to go on a computer course. Luckily for me my employer paid for the training, and we both benefited from my new knowledge. If there are goals you want to achieve, raise them with your manager during your personal development review. You may be surprised at how helpful your manager may be. These reviews, after all, are supposed to be a 'two way street'.

Goals are all about employees fulfilling their potential and striving for excellence whilst improving job satisfaction and the companies profits. However your personal goal may just be something as simple as arriving at work on time! I would keep this one quiet though.

Learn more about this author, Ethel Smith.
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