30 Career Management Tips — Monitor your own goals

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This month, I’m providing a career management tip-a-day (along with other posts) to help you trigger your own career management activities.

Today’s tip: Monitor your own goals.

Everyone has goals, right? Those things we are supposed to accomplish by the end of the year for our review? The goals that our management is supposed to track so that we can tell if we’ve achieved success?

Those goals.

How many of you have really had your management team monitor your team goals? How many managers have really monitored and communicated YOUR goals? How often have you gotten to the end of your annual review and not had a clue as to how you were going compared to the goals set out for you?

There is only one simple answer: you need to monitor your own goal attainment. Then review that attainment with your manager on a regular basis.

You are paid based upon your goal attainment, right? Why would you abdicate any of your goal measurements to your manager who doesn’t keep track of your goals in the first place? And then hurt your career by not giving you the rating you deserve because you never had the goal discussion — and their attainment — in the first place?

This is one area where you take the corporation at their word: if you are paid upon goal attainment, then you better document YOUR goal attainment.

  • Scot Herrick says:

    Andrew — this is exactly the behavior we have to avoid.

    Like everything, this takes time. But, I’d rather know I’m having issues making a goal and going to talk with management about them while there is still time to change them.

    Much better than walking into a review and saying the goal is unreachable and never addressed it in the first place.

  • Scot,

    great post and so right.

    Unfortunately, in my experience most individuals put their ‘goals’ in their bottom drawer and bring them back out again about 5 minutes before a review. If you want a successful career you have to take control. Take some time out to review your goals, add to them, change them. And if your manager hasn’t set up a review – you set it up.


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