The Semco Style 5 Principles to transform the way we work
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Team Members Set Team Goals

Goals employees actually want to achieve.

Growth and profit are a product of how people work together – Ricardo Semler


IN A NUTSHELL

When goals are set in a top-down manner, they can have unforeseen negative consequences like employees feeling disengaged or no commitment towards achieving those goals. That’s, perhaps, because they feel the goals are unattainable or find it difficult to relate with them, particularly the broad, organization-wide goals. More often than not, employees in a conventional, top-down company don’t feel connected to the goals and don’t engage with them in a meaningful way.

The truth is employees in such organizations don’t necessarily relate the work they do to the overall success of the company. There’s an undercurrent of disassociation that makes people go about their work in a rather egocentric way, hoping and striving for a bonus, a raise or a promotion. However, when a company changes its goal setting process and moves into a bottom-up approach, they will begin to see employees as real people and connect personally with them.

A dialog between the management and employees should be opened up to help people set their own goals. In this way, goals can be tailored to every individual’s strengths. Of course, that doesn’t mean people can set any goal that they feel comfortable with: Instead, it’s a dialog with the management that works towards achieving common ground about the goals and the metrics. And finally, it’s an ongoing, constructive conversation around goals that happens all year long.

 

 

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