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Anyone can recognize a highly engaged and motivated employee by sight. They are unique, productive, and never hold back when needed. Such employees always go the extra mile to help the business achieve its goals. The question that remains is, how is it possible to achieve such a level of motivation in business?

Motivated employees push themselves to these levels because they want to. There is no drive from external forces or supervision to work better. They get inspiration from what they do in the organization and feel connected to their goals.

As a leader, it would be best to look for ways to enable your employees to reach such levels of engagement and motivation. Napoleon Hill’s Law of Success Book raised the concept that employees should use their individual goals to push themselves out of their comfort zone and work selflessly to achieve company goals. As this is easier said than done, this blog post discusses how you can achieve such a high level of employee engagement and motivation in the workplace using your personal goals.

Experts Take on Building Personal Employees’ Goals

Typically, every employer knows that helping employees achieve goals is a critical part of their task as managers. Employees need to see how their work contributes to the general achievements of the organization and set the correct targets to meet their needs. Goal-setting is the most common mechanism used to provide ongoing feedback on processes and achievements by employees. By monitoring targets accurately and giving real-time feedback to employees, you can help to improve their performance and motivate them to achieve more.

Failure to meet goals will often result in consequences for both the business and the employee. The broader organization will suffer from unmet deadlines, low production, and poor customer service. According to Linda Hill, Professor of Business Administration at the Harvard Business School, managers need to offer ‘supportive autonomy’ appropriate to an individual’s abilities. The goal here is to be hands-on and give others room to succeed independently.

Personal Goals in the Context of Work

It is common for managers to neglect what employees are personally trying to achieve when carrying out their duties. However, experts say that by accounting for the interests of the whole person, you can get more value than just focusing on the working person.

For example, if you have employees interested in teaching, sculpt ways to include such opportunities in their daily operations. They can help train peers or other less experienced colleagues and feel satisfied in the long haul. They will stay motivated and transfer the essential skills across various departments in the company.

The first step to developing these personal goals and using them for employee engagements is identifying them. Ask the employees if they have any goals they’d like to share with you. It should be voluntary with no pressure as they should feel comfortable talking about them.

You can also request them to offer recommendations to enable the proper adjustments to help suit their goals. Just as with work goals, personal goals will contribute to the general team, unit, and company and affect how employees interact in the workplace. When it is a shared commitment, it is easy to create a mutual responsibility that allows seamless integration of skills in the workplace for optimized production and growth.

Wrapping Up

Every employee must understand the effectiveness of incorporating employees’ personal interests and professional goals to achieve high levels of success and productivity.

At, we can help you with tips to motivate your employees with benefits packages. Contact us today to learn more.