7 Compelling Ways To Get The Best From Your Employees To Boost Your Business- Part 3


No business can thrive without loyal employees, hence the need to get the best, loyal, qualify and motivational employees to help run the business to achieve its set aims and objectives. On this finance blog “cash4wealth” we have been discussing on 7 great compelling ways to get the best from your employees. In part 1 we actually dealt with the first way which is the owner of the business being motivated himself. Please find details of this premium information here … In part 2 of this unique guide to organizing your employees to achieve your business goals we talked about how to select employees who are highly motivated find details of this post here

We shall be looking at how to set realistic and challenging targets in part 3 of this guide. I suggest you grab a cup of coffee relax and go through from the part 1 through 3 of this guide to get the salient ideas needed to achieve your business growth. Most importantly I recommend you print out these guide and work on the checklist because it is a very practicable information.

  4. Set realistic and challenging targets

One of your main aims as a leader is to understand the organizations aims and purposes. By understanding the common task you will be able to break it down into areas of purpose, and then targets and objectives can be identified. These are the attainable steps which a team can focus on to achieve the desired result without becoming overwhelmed by the enormity of the whole task.

A challenging task should test your abilities, powers and resources to the full. It should not be threatening but stimulating, provocative, inspiring and above all, motivating

The PURPOSE is the common task at hand. AIMS are about the direction of the effort in one or more areas of the common task. The OBJECTIVES are tangible, specific, attainable and towards which the effort is directed.

 The Jacobs ladder Theory





 Jacob’s ladder model

 Moving down the ladder, ask ‘How are we going to achieve the task?’

The answer is by breaking down the purpose into the main aims, and the main aims into short and long-term objectives or goals.

Moving up the ladder, ask ‘Why are we doing this?’ The answer

is to achieve this objective in order to achieve this aim and to

satisfy this purpose or achieve the common task.

Targets set, for both short and longer-term objectives, should be:

  • Specific;
  • Clear; and
  • Time-bounded

An objective or target must be realistic (feasible) and challenging.

If you aim for the best you can often get it. A challenging task

should test your abilities, powers and resources to the full. It

should not be threatening but stimulating, provocative, inspiring

and, above all, motivating. But, remember that everybody is

an individual and what challenges one person may be far too

daunting for another. There is no benefit in setting unrealistic

targets as they will not inspire or motivate people. If they cannot

be met, why bother trying in the first place? On the other hand,

if they are too easy to attain they will not be inspirational or

motivational. It is up to the leader and their management skills

to be able to get the balance just right.

If possible, targets should be agreed with those who will be

trying to achieve them. If a person accepts the target and the

required objective as being realistic, even if it is challenging,

they are more likely to want to succeed at achieving it and will

be committed to doing so. They will draw upon the 50 per cent

of their motivation which comes from within.

However, it is not always possible to involve the team in making

decisions. As a leader you need to consider the ability,

maturity and experience of the team when deciding whether

or not to ask for their participation. Also, sometimes there may

not be enough time for others to be consulted. It may be a crisis

situation where every minute counts. If you, as a leader, involve

your team as often and as much as possible, subject to the limits

of the task, time and circumstances imposed on you, you will

gain the respect of those you need the commitment and motivation

from. This will stand you in good stead in the times when

you are unable to involve them in the decision-making process.

 Checklist: Do you set realistic and challenging targets?

  • Are you clear about your team’s objectives for them

to be able to achieve the common task or target?




  • Have you agreed the targets with them and gained

their commitment to the task in hand?




  • Can you clearly see how these targets relate to the purpose of the organization as a whole?




  • Are the targets realistic and feasible in the time limits set?




  • Are the targets challenging but not too daunting?




  • Are the targets challenging but not too simple?




  • Are the targets related to both short and long-term goals?




  • Do you encourage your team to set their own targets and goals?



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