Clear goals 

Measures the three components of a good goal: what, how and why.

A manager has to set clear goals for the employees, to inform them about their tasks and to keep them motivated because they understand the direction of their work. Clear goals should be SMART goals: Specific, Measurable, Achievable, Relevant and time-bound. This means that it is important to give out assignments to employees that are clearly defined in what is needed to do and when it will be achieved, that can be measured with specific KPIs so one can see how much of the task has already been fulfilled, that relate to the capabilities of the assignee, that are relevant to the current working situation and environment and that have deadlines.


When a task is given out without a deadline, employees might never start to work on it because there is no pressure to do so. Furthermore, employees can feel demotivated with tasks that do not match their expertise and where they cannot see the impact of their actions. Thus, the set assignment should be relevant to their background and position in the company. On top of that, everyone will only submit to tasks that they deem achievable which means that a manager must always keep the strengths and weaknesses of his/her employees in mind and distribute the work accordingly. Another important aspect of setting clear goals is to give an insight, how one measures success. When will the goal be reached? How much has been achieved today? How do I know if the task was fulfilled to above-average satisfaction after completion? Therefore, setting measurable parameters for the goal itself helps employees to streamline their actions and schedule their time accordingly.


Finally, the goals need to be set specifically. This includes the definition of questions like “Who is involved?”, “What needs to be accomplished?”, “Where should it be done?”, “When do I need to start working on the task?”, “Which are the requirements and constraints related to the assignment?” and “Why do I put in the effort in the first place?”.

Setting these clear goals is important on both, a short-term and a long-term basis. Employees need to understand the ultimate goal of their position in the company: what they are working for, who benefits from it and why, and what tangible impact their actions have on a daily scale. This includes an overall understanding of the companies’ goals, mission, and vision as well as an understanding of their own personal goals within the company that they might have. In the short-term, they need to understand the importance of their current task, what steps are needed to fulfill it, and how they can achieve those steps upon completion.


The Beaconforce dashboard displays values between 0 and 100, where scores below 30 are considered low scores and those above 70 as high scores. An employee with a low score on clear goals is considered to be less motivated on his job, due to a lack of management support in terms of task delegation and goal setting. These workers just try to fulfill the given tasks with their own interpretation and given abilities which is highly inefficient and dangerous for team success. Employees with high scores understand what is needed from them and thus perform more efficiently with increased levels of motivation. These high team scores are the goal for managers, which they can achieve by adjusting their personal communication to their employees with special attention to the clear setting of goals.