5 Reasons Why Managers Fail To Achieve Goals

Kate Devyatkina
May 29 · 5 min read

Gaining high business results are tightly connected with a clear focus on set goals. Managers spend much energy on planning, holding different kinds of meetings, forming up plans and defining KPIs. Unfortunately, bigger part of previously planned items usually stay undone, without any moving forward. Focus is lost and when it comes to summing up the results, there is nothing to be happy about.

In this article we’ll puzzle out 5 basic reasons why focus on achieving goals is often getting lost. And, surely, we’ll try to figure out how to deal with it.

1. A goal lost in routine

Goal planning as a rule is a strategic process for a company. During which we can turn on our imagination, dream on our prosperous future and set quite ambitious plans. But it’s not that simple when putting into practice. When managers leave the meeting room they faces routine and working reality where they have to act here and now. Their daily life is full of operational tasks and when it comes to realization of changes and innovations planned before, they just have no time.

What to do ?

It’s better and much efficiently to divide big and daring future goals into small and real ones. Everything should be done in bits and pieces.

2. Goals are set undefinably

When there are ideas at stake, then some often comes to our mind, at emotional level we understand that this is something super cool, but have no notion of realizing it. As a result we get an indistinct aim: “to become the most successful company in the world” , “to be TOP-1 in the area”. It would seem that there is nothing better to dream about, but how to indicate that you have already become a suchlike company? In addition if to set this goal for a year and fail to achieve it you can get a full team demotivation. Besides if your aims are not understood by all team members they can be marked as “non-priority”.

What is the solution?

A global tasks can be broken down into sub tasks — the way we’ll grade a task completion. For example, “To become TOP-1 within the area till the end of the year” can consist of such key results as “be recommended by 90% clients”, “win a prestigious award (point what kind) in the area”. The main thing is that key results contain measurable indicators, a nitty-gritty, to make you move forward and achieve these global results.

3. Company goals are only in your mind

One of the popular mistakes among managers is to hide what the company is aiming to or to tell in parts things that are connected with one or another team member. In fact, a lot of employees are really interested in company goals but not in the ones their team is working on. They aspire to understand who are they and what their part in the company’s success.

By keeping high aims in private , and give opportunity to be aware only of routine things- you will definitely scare away your best employees. The higher person’s expertise the bigger his/her demands from employers, including a mission and values that reflect in the goals the company aspiring to.

How to deal with it?

Create a common dashboard with company goals, make it accessible by every team member. Announce it in a general chat or in a letter that these are your goals and welcome all the people who want to join their achieving.

Moreover, hold a general meeting by departments and demonstrate the purposes of a department. Add points connected with these global aims to the personal cards of professional development. So to say cascade it!

4. The goal isn’t tracking

The goal is set but forgotten. At best you recall it right before quarterly report meeting. Oh, yeah, we set some goals… before the report we are brokenly trying to do something and after the meeting you forget about it till the next report.

Is it familiar to you?

This is all because you don’t have a regular progress tracking.

What to do?

Ideally, it can be automated with the help of a soft, which will remind you about progress upgrade, show you a real-time dashboard with statuses, demonstrate all team members who move forward to reach goals and those who is lagging behind.

If you don’t have a suchlike soft you may have a weekly meetings and report on a progress. The one who will remind you about your goals and set the dynamics for the team is highly recommended.

5. The goals aren’t interested to a performer

Be honest with yourself — we often blow the goal off if we are not interested in it. We don’t feel it is valuable. In our mind we mark it as “non priority” and absolutely ignore it.

How to solve it?

Before demanding from yourself or others to achieve goals, first of all , you need to make it valuable in the mind of an employee. This can be: career growth, professional leap, new opportunities, financial progress.

As soon as a person understands why does he need to complete the goal he/she begins to figure out it’s bringing to life. And the cherry on top is that he motivates himself to its achieving. Because there is a clear image of perfect future that can come true with reaching this goal. And nothing can stop. ☺️

Written by

Changer / Dreamer/ Doer. CEO People Managment Software — Ahundred.

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