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This question is asking what actions an employee should take if their manager sets unattainable goals for them but insists that they can be achieved. The question is likely exploring the employee's ability to communicate effectively, manage expectations, and handle conflict in the workplace. Possible responses could include discussing the feasibility of the goals with the manager, proposing alternative solutions, or seeking assistance from other team members or higher-ups. It's important to handle the situation diplomatically and professionally to avoid damaging relationships or creating additional conflict.
I would understand expectations, share my concerns, collabrate and try to solve problem and document evidences and seek support from collegues thus manage expectations
Let's approach the solution to this dilemma logically.
What could it be:
1. You think the goals are unattainable. But you need to remember the Dunning-Kruger effect. Perhaps it is at your level of understanding and your level of expertise that goal seems unattainable. Take a view of the problem. Why are the goals the way they are? Why do you feel like the goal is not achievable? Maybe you are not seeing the whole picture? You need a Helecopter view. Maybe the issue is just a matter of resource: time, human, intellectual, or whatever. Maybe the solution to the problem can be "fueled" by the resource and you haven't thought of it.
2. The goal is really unattainable. For example, let's say you have a retail sales target of % LFL (although this target can be achieved under certain conditions, e.g. if you have a low base from last year). Then in a1-1 meeting you need to listen to ask the right questions and listen to the arguments and then draw conclusions. You may get a really candid answer. For example, they give you a % goal, but imply that with this approach, the goal will be met at % - which is exactly what they want. I'll give you an example: before the beginning of the fiscal quarter, the CEO speaks out and says that he's going to do +% EBITDA next quarter. Thus, he sets the market's expectation for the company's stock to go up at the end of the quarter. At the same time, his task for the team will be +%. On the bottom line, the company will do +% or +%. which would be above market expectations. The stock will rise. Was the goal of +% not achievable? Yes. But underneath it was a more important strategic goal that you simply cannot know about.
In the end, no matter how unrealistic a goal may be, it is always better to understand the reasons why it was set that way.
I will do my best to find a diplomatic solution by compromising his objectives with similar ones that can be achieved and meet his request.
BE DETERMINED AND HAVE PASSION FOR YOUR WORK BECAUSE THAT THE PURPOSE OF THE JOBNO COMPLAINING BUT GIVE OUT SUGGESTIONS
The most important solution is to listen. Basically, in my opinion, the work in an organization should be done in the direction of the organization's goals, and the thoughts of the forces of an organization should be aligned with the thoughts of the management and the goals of the organization, but in the meantime, I accept the system of suggestions and criticisms.
Find a private and neutral location for the discussion. This ensures that both parties feel comfortable and can speak openly without fear of judgment or interruptions.
I will analyze his goals, clarify by evidances that his goals are un attainable, discuss with the team propose alternatives that would be acheived and lead to job completion in proffessional way.
Initiate a Constructive Conversation: Schedule a meeting with your manager to discuss the goals and your concerns. Approach the conversation with a collaborative and open-minded attitude, focusing on finding the best solution for the project and the team.
Present Evidence: During the conversation, present objective evidence and data to support your viewpoint. Use facts, figures, historical data, and industry benchmarks to illustrate why the goals might be unrealistic. This can help create a more rational and data-driven discussion.
Share Your Perspective: Express your perspective on the goals and the potential challenges you foresee. Clearly articulate the reasons you believe the goals are unattainable, and be prepared to explain your viewpoint logically.
Propose Alternatives: Offer alternative solutions or adjustments that could make the goals more achievable while still aligning with the project's objectives. This demonstrates your commitment to finding a balanced approach and contributes to problem-solving.
Focus on Objectives: Emphasize the importance of the project's overall objectives. Highlight how pursuing unrealistic goals could potentially compromise the quality, timeline, or resources available for the project.
Highlight Risks: Discuss the risks associated with pursuing unattainable goals. Present a comprehensive risk assessment, detailing the potential negative impacts on the project, team morale, and overall success.
Seek Input from Others: If appropriate, involve other team members or colleagues to gather their insights and perspectives on the goals. This broader input can provide a well-rounded view of the situation.
Maintain Professionalism: Throughout the conversation, maintain a professional and respectful tone. Avoid becoming confrontational or defensive, as this can hinder productive dialogue.
Document the Discussion: After the conversation, document the key points discussed, any agreements reached, and any action items assigned. This documentation can serve as a reference point for future discussions.
Follow Up: If your manager remains steadfast in their viewpoint, consider requesting a follow-up meeting to track progress and assess whether the goals are being met. This can provide an opportunity to revisit the issue and make adjustments if necessary.
Elevate if Necessary: If your efforts to communicate and find a compromise are consistently disregarded, you may need to escalate the matter to higher management or human resources. This should be a last resort if all other avenues have been exhausted.
I will ask my manager to enhance me with his/her experience to achieve the set goal and use my eperience,skills and knowledge to kiss the target set,
firsrt of all I have to under stand those goals and then, i will try to reach to those goals by different ways by contacting the others.
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