Overcoming Goal Setting Barriers in Organization is a big challenge.
Goal setting and planning are dynamic processes and they face many barriers.
There are several ways to overcome the internal barriers and tackle the external barriers.
6 Steps of Overcoming Goal Setting Barriers
Guidelines for making goal setting and planning effect by overcoming the barriers are;
- Understand the Purposes and Limitations of Goals and Planning.
- Communication and Participation.
- Consistency, Revision, and Updating.
- Effective Reward Systems.
- Encouraging Change and Motivating Employees.
- Being Ready for Future Contingency.
These are explained below;
1. Understand the Purposes and Limitations of Goals and Planning
Managers must understand the purpose of goal-setting and planning processes. The purpose of goals and plans is; set a target and recognize the possible ways to reach the target.
But setting a goal and making plans are not going to bring success to the company.
Managers must understand they have limitations.
And effective goals and planning do not automatically safeguard success; modifications and exceptions are probably as time passes.
2. Communication and Participation
Although goals and plans may be initiated at high levels in the organization, they must also be communicated to others in the lower level of the organization.
People responsible for achieving goals and implementing plans must have a voice in developing them from the outset.
There are other reasons for this; the lower level managers always have valuable information to contribute, and also they are the one who will be implementing the plans.
So the involvement of them is critical.
This equal participation and communication help to set proper goals and make appropriate plans and also works as a motivational tool.
Even when an organization; where the authority is centralized or they uses a planning staff, managers must alert allow somewhat participation in planning to create a proper plan and set right goals.
3. Consistency, Revision, and Updating
Goals should be consistent both horizontally and vertically.
Horizontal consistency means that goals should be consistent across the organization, from one department to the next and vertical consistency means that goals should be consistent up and down the organization-strategic, tactical, and operational goals must agree with one another.
Unequal or inconsistence goals create bureaucratic problems in the organization.
Goal setting and planning are dynamic processes.
So to get the best for them they must be revised and updated frequently.
4. Effective Reward Systems
There should be a proper and fair reward and punishment system in the organization.
Before punishing, a manager must look at the reason for it which could be external and beyond the employee’s control.
Reasons for rewarding should be consistent and equal.
5. Encouraging Change and Motivating Employees
Frequent change is required to be competitive in this most competitive business world.
So employees must be motivated. Managers must show their employees that they trust their ability and skills to bring success in the company.
Change is important but not always pleasant and welcome and there is fear that the change may be good for them.
So managers must encourage the employees to change.
6. Being Ready for Future Contingency
The business environment is unpredictable and full of risks.
So, managers must be good at understanding the current situation both external and internal factors; use them to predict and take precautions for confronting any future event that might have a negative effect on the company.
Managers must be skilled and know how to approach any particular situation for overcoming the barriers of goal setting and planning process.