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Employee Goal Setting Examples

by
author image Harold E. Sconiers
Harold Sconiers is a jack of many trades. As an adolescent, he achieved accolades as an amateur boxer, subsequently taking his skills into the professional ranks. At the same time, his naturally creative mind allowed him to delve into developing other aspects of his artistic side. He is a community actor, writer, amateur filmmaker and inventor.
Employee Goal Setting Examples
Two employees are collaborating. Photo Credit Patrick Ryan/Photodisc/Getty Images

Overview

Occupational success is often attained through the progressive completion of pre-established standards. A self-driven employee continually endeavors to surpass the limits of his position, perceiving an achievement as a reason to move forward. Large accomplishments can be broken into smaller goals through which success is attained piece-by-piece. Rational and well-founded goals are, however, those designed with the employee's personal ambitions in mind.

Monetary

Many jobholders view monetary gain as the primary objective of their employment. The lack of sufficient income can leave a worker feeling unappreciated and unsatisfied, leading him to perform poorly in daily tasks. You can strive to earn more money by demonstrating the value of your services to higher management. Pay should be equal to value. The more you can provide for the company, the more you should expect to receive in compensation. An example of a monetary goal begins by measuring your performance in terms of productivity and efficiency, then aiming to improve these standards by at least 20 percent. This significantly increases your overall value as an employee and can justify a higher compensatory payout by your company. Gaining skills and knowledge pertinent to your craft may also increase your worth to employers. Many companies will pay for workers to attend training courses that can enhance job performance.

Mobility

The potential for advancement is a primary occupational incentive to some workers. However, the concept of professional growth is individual to each employee. A person may aim to achieve status within his current organization or simply learn skills that are applicable to an entrepreneurial design. An employee seeking advancement within her company should first examine the ratio of upper-level staff hired through internal promotion. Then she can apply herself to achieving those professional benchmarks that may lead toward a desired position. Along the way, she can use each milestone as a learning station from which to gain the knowledge and experience useful to her endeavor.

Fulfillment

An employee may not measure the value of an occupation by earnings or achievements, but instead by the experiences gained through his job. This type of employee may aspire to secure a position that offers fluidity and interpersonal interaction with diverse groups of people. Many companies hire what are known as field reps, people responsible for the purchase or sale of goods from and to other merchants. Both buyers and sellers in the field must possess an in-depth knowledge of the products traded, be skilled in the art of negotiation and stay open to alternative perspectives. Taking courses on communication and applying for positions that involve personal interaction can prepare you to succeed in this arena.

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