Why organisations need to be aware of employees’ personal goals

Valuing employees' personal goals leads to increased engagement and commitment, while supporting those goals benefits organisations with higher productivity and better retention rates.

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As a company, it is important to keep employees motivated, engaged and happy. One way to achieve this is by understanding and supporting employees’ personal goals. When employees feel that their personal goals are aligned with their work goals, they are more likely to be invested in their job and perform better.

However, some may argue that personal goals are not relevant to the workplace and should be kept separate. While it is true that personal goals may not directly relate to work tasks, they can impact an employee’s overall well-being and job satisfaction. This is especially true for millennials and Gen Z employees, who often prioritise work-life balance and personal fulfilment.

According to Shantanu Banerjee, chief human resources officer, Bajaj Allianz Life, when it comes to the relationship between employees and organisations, understanding and supporting personal goals is crucial.

“It is important for organisations to find a balance between supporting employees’ personal goals and fulfilling their organisational objectives.”

Shantanu Banerjee, chief human resources officer, Bajaj Allianz Life

He agrees that it is not necessary for personal goals to align with the objectives of the organisation for them to be supported. Banerjee says, “For instance, an employee who wants to learn French may not have an obvious connection to their job, but the organisation can still provide them with the time and resources to pursue this personal goal. By doing so, the organisation can demonstrate that it values its employees as whole individuals and not just as workers.”

Rishav Dev, CHRO, Noveltech Feeds, believes that understanding the personal goals of employees is essential for effective leadership and management.

“Managers who are aware of their team members’ aspirations can offer support, guidance and opportunities that align with their personal goals. By doing so, the managers can motivate and inspire their employees to perform at their best, which can lead to increased job satisfaction and retention,” explains Dev.

However, it may not be feasible for an organisation to know every employee’s personal goals; it is the responsibility of the managers to foster a relationship with their team members and gain an understanding of their aspirations. According to Dev, this can be achieved through regular one-on-one meetings, feedback sessions and other forms of communication.

Here are some reasons why employers should be aware of their employees’ personal goals:

It helps with retention

When employees feel supported in their personal goals, they are more likely to stay with the company for long.a longer period. This can save the company time and resources that would be spent on recruiting and training new employees.

It boosts morale

Employees who feel valued and understood are more likely to be happy and engaged at work. This can lead to a positive company culture and a more productive workforce.

It improves performance

When employees feel that their personal goals are supported, they are more likely to go above and beyond their work. They may also be more creative and innovative in their problem solving.

It helps with goal-setting

By understanding an employee’s personal goals, managers can help them set realistic and achievable goals that align with both personal and work objectives.

Personal goals are often more important to individuals than professional goals because they are deeply rooted in their values and aspirations. “When employees feel that their managers are invested in their personal growth and development, they are more likely to be engaged and committed to their work. This, in turn, can lead to increased productivity and better results for the organisation,” asserts Dev.

He feels that managers should make an effort to understand their employees’ personal goals in order to support them and benefit from their aspirations. By doing so, managers can create a more engaged and motivated workforce, leading to better outcomes for both the employees and the organisation.

“When employees feel that their managers are invested in their personal growth and development, they are more likely to be engaged and committed to their work. This, in turn, can lead to increased productivity and better results for the organisation”

Rishav Dev, CHRO, Noveltech Feeds

Of course, it’s important to maintain boundaries and respect an employee’s privacy when it comes to personal goals. Employees should feel comfortable sharing their goals, but it should never be mandatory or forced.

For managers or employers, Banerjee feels that understanding employees’ personal goals can help them build stronger relationships with their team members. By knowing what motivates their employees on a personal level, managers can more effectively communicate with and work with them.

Banerjee, however, opines, “If an organisation is unable to support an employee’s personal goals, it can lead to feelings of frustration and disengagement. This can ultimately harm the organisation by leading to decreased productivity and higher turnover rates. Therefore, it is important for organisations to find a balance between supporting employees’ personal goals and fulfilling their organisational objectives.”

Understanding and supporting their employees’ personal goals can have a positive impact on their job satisfaction, performance and overall well-being. As a company, it’s important to recognise the importance of work-life balance and personal fulfilment for employees and take steps to support them in achieving their goals.

By prioritising the well-being of their employees and valuing them as whole individuals, organisations can create a healthier and more productive work environment.

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