Ontem escrevemos sobre a frequência de monitorização dos objectivos. Hoje, um tema que, quando o li, logo me fez recordar algumas pessoas que fui conhecendo ao longo dos anos e, que tinham pavor de não cumprir todos os objectivos:
"A core tenet of the SMART framework is that goals should be achievable and realistic. Several recent articles have argued against stretch goals and recommended incremental targets instead. The widespread practice of requiring employees to achieve 100% of their goals to earn a bonus or a positive performance review reinforces employees' tendency to set conservative goals that they are sure to achieve.
The temptation to play it safe when setting goals is understandable but often misguided.
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Ambitious goals minimize the risk that employees will sandbag by committing to overly conservative goals they are sure to achieve. The typical image of sandbagging is a sales representative setting a goal of $1 million when he is confident he could sell twice that amount. Sandbagging, however, manifests itself in more insidious ways that undermine experimentation and learning. When bonuses are tied to hitting targets, employees may opt for cost-reduction initiatives that are fully under their control, as opposed to growing sales, which depends on the actions of customers, partners, and competitors. Or they might attempt to wring incremental improvements out of existing products or business models rather than pursue a novel technology that offers a higher payoff in the long run. When the gap between the goals being set and current reality is wide, organizations need to search for creative or innovative ways to achieve their ambitious, overall objectives. Insisting that employees achieve 100% of their goals, in contrast, can also deter employees from the trial-and-error experimentation required to innovate.
When it comes to setting goals, more ambition is not always better at some point, the objectives enter the realm of delusion. Striking the balance between ambition and achievability is a difficult but essential task for leaders at every level in an organization.
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How can leaders inspire people to set more ambitious goals? In Silicon Valley many companies encourage employees to set goals that they are unlikely to achieve in full. Google, for example, expects employees to achieve an average of 60% to 70% of their key results. In the eyes of Google executives, asking for more would prevent employees from thinking big enough when setting their objectives."
Trechos retirados de "With Goals, FAST Beats SMART", publicado no MIT Sloan Management Review.
