People working in an office

As Maslow’s Hierarchy of Needs depicts, humans are primarily motivated by our biological needs for food and shelter. But once these physiological and safety needs are met, Drive surprisingly presents 40 years of research that found humans are less motivated by external factors, than they are by intrinsic motivators. To create an environment where our teams can tap into their intrinsic motivators, we should focus on offering autonomy, a sense of purpose, and the space to build mastery. The goal-setting process is one of the most immediate and powerful opportunities to create this environment.

According to Human Synergistics International’s fifty years of research into organizational culture, a positive culture is one where employees’ goals are positive and motivating. When managers and employees collaborate to set goals consistently, the employee can adopt more autonomy as they are clearer on the goals and more committed to achieving them. Both should ensure the goals are fairly challenging, but achievable, as this triggers one’s desire for mastery in their work. And finally, managers can help connect the dots between the employees’ tasks and activities and how they contribute to the overall success of the company. This will create an environment where your people can be deeply motivated to succeed, as they are working in service with a goal greater than they could achieve.

How does your organization approach goal setting? Where might you be able to increase your employee’s input into the goal-setting process? The Management/Impact® (M/I®) assessment is a powerful tool that can offer you 360-degree feedback about managing goals, along with fourteen other management tasks you perform every day. Let Evolution Management Inc. support you in your development with the M/I® assessment and leadership coaching.