The Importance of Goal Setting In The Workplace





Goal setting in the workplace is imperative for business success. Not only does the business as a whole need to have goals, but these goals also need to be broken down into smaller goals and milestones to be achieved along the way to reaching those bigger goals. There also needs to be goals set for those in your employ. After all, business goals are largely achieved through the efforts of your workforce. Therefore, it’s important to set important, yet achievable goals for the members of your team to focus on.

Give Team Members A Shared Vision

Convey the company’s vision, goals and objectives with your employees so everyone knows what they are and can share in that vision. Once the team understands the ultimate objectives moving forward in both the short term and the long term, you can then set individuals and teams certain goals and milestones to reach in order to bring the ultimate goal closer to reality.

Sharing the vision is a practical way of helping everyone feel more connected with the company, what it represents and what it wants to achieve.

High Rate Of Success

In order to achieve a high rate of success, goals need to be both achievable and measurable. It’s always a good idea to set deadlines for goals and milestones, whether time is of the essence or not. It’s been proven that humans perform better and become more focused on goals that have an end date. Goals that are open-ended simply may never be accomplished. As each goal is reached and ticked off the list, immediately present employees with their next target to acquire.

Motivate Your Team

In order to keep your team of employees goal-focused and motivated to achieve the goals you set for them, there’s got to be something in it for them other than getting a pat on the back and keeping their jobs.

Assign bonuses and incentives to the goals. These could be bonuses for every goal accomplished or, alternatively, you could create some friendly competition by offering a reward for the first individual or team to achieve a set milestone for the company. People are often motivated by a reward that awaits them after they’ve put in the effort and bonuses (monetary or otherwise) are the perfect way to keep everyone motivated and forging ahead.

Manage Employee Workloads

Goal setting also helps to manage employee workloads. On one hand, staff more clearly understand what’s required of them and where most of their efforts should be focused each day. Setting goals also assists in making the overall workload fairer. Instead of one person being overloaded with work while others may slacken off, everyone will know their role and, motivated by the potential of rewards down the track, every employee will be more willing to put in a solid day’s work and do their fair share.

Monitor Performance

Setting goals is a start but everything needs to be regularly monitored to determine how much progress is being made. If you’ve set timelines to achieve various milestones, are things on track or lagging behind? Are there team members who are ahead of schedule while others are floundering in their wake?

To have the best chance of achieving a set goal, performance has to be monitored to keep everything on target and on schedule. If necessary, provide even more motivation for your employees.


Having business goals and assigning individual goals is vital to keep a business progressing, improving and generally moving forward. Work out the major goals for your company and then assign achievable tasks to your employees, with incentives to keep them focused and motivated.

Want to tell the world that your company has a great workplace culture? Find out how you can earn Great Place To Work Certification™ here.





Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

To determine the 2023 Indonesia Best Workplaces™, Great Place To Work®️ analyzed confidential survey feedback representing nearly 20,000 employees across different industries in Indonesia.

Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️. 85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do.

Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced.

To be considered, companies had to meet the Great Place To Work-Certified™ standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better.

We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.