Organizations must be aware of employee personal goals.

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

Organizations must be aware of employee personal goals.

The battle for talent is an ongoing problem for organisational and human resource leaders. Even organisations have faced it in the past, present, and future, but how can organisations prepare to handle this challenge? Can an organisation accomplish this by being aware of their employees’ own goals? If it is, how so?

It is critical for a firm to retain its staff motivated, engaged, and satisfied. Understanding and supporting employees’ own goals is one method to do this. Employees are more likely to be invested in their jobs and perform better when their personal goals are linked with their professional goals.

Some may argue, however, that personal aspirations are irrelevant to the profession and should be kept separate. While personal goals may not be directly related to professional activities, they can have an impact on an employee’s general well-being and job happiness. This is especially true for millennials and Generation Z workers, who frequently prioritise work-life balance and personal fulfillment.

According to Shantanu Banerjee, chief human resources officer of Bajaj Allianz Life, recognising and supporting personal aspirations is critical in the interaction between employees and employers.

He agrees that personal aspirations do not have to correspond with organisational aims in order to be encouraged. “For example, an employee who wants to learn French may have no obvious connection to their job, but the organisation can still provide them with the time and resources to pursue this personal goal,” Banerjee explains. In this way, the business may demonstrate that it regards its personnel as entire people, not just workers.”

Rishav Dev, CHRO at Noveltech Feeds, feels that understanding employees’ personal aspirations is critical for effective leadership and management.

“Managers who are aware of their team members’ aspirations can provide support, guidance, and opportunities that are in line with their personal objectives.” Managers may motivate and inspire their employees to accomplish their best by doing so, which can lead to higher job satisfaction and retention,” explains Dev.

However, it may not be possible for a company to know every employee’s personal ambitions; it is the role of managers to build relationships with their team members and learn about their aspirations. Dev believes that regular one-on-one meetings, feedback sessions, and other forms of communication can help achieve this.

Employers should be aware of their employees’ personal aspirations for the following reasons:

It helps with retention

Employees who feel supported in their own ambitions are more likely to stay with the company for a longer amount of time. This can save the organisation time and money that would otherwise be spent on hiring and training new staff.

It boosts morale

Employees who feel valued and understood at work are more likely to be satisfied and engaged. This can result in a more favourable workplace culture and a more productive workforce.

It improves performance

Employees are more likely to go above and beyond their work if they believe their personal ambitions are supported. They may also be more imaginative and ingenious when it comes to issue solving.

It helps with goal-setting

Managers may help employees develop realistic and achievable goals that match with both personal and business objectives by understanding their personal ambitions.

Personal objectives are frequently more significant to people than professional goals since they are based on their beliefs and desires. “Employees are more likely to be engaged and committed to their work when they believe their managers are invested in their personal growth and development.” This, in turn, can lead to more production and better results for the organisation,” Dev claims.

Managers, he believes, should make an effort to understand their employees’ personal goals in order to support and benefit from them. Managers may develop a more engaged and motivated staff in this manner, resulting in greater outcomes for both individuals and the organisation.

Of course, when it comes to personal aspirations, it’s critical to establish boundaries and respect an employee’s privacy. Employees should feel comfortable communicating their ambitions, but it should never be pushed or mandated.

Understanding employees’ own aspirations, according to Banerjee, can assist managers or employers create deeper relationships with their team members. Managers can interact and collaborate with their staff more effectively if they understand what inspires them on a human level.

“If an organisation is unable to support an employee’s personal goals, it can lead to feelings of frustration and disengagement,” says Banerjee. This can eventually affect the organisation by resulting in lower production and increased turnover rates. As a result, firms must strike a balance between supporting individuals’ personal ambitions and meeting organisational objectives.”

Understanding and supporting their employees’ personal goals can improve their workplace satisfaction, performance, and well-being. As a firm, it’s critical to recognise the value of work-life balance and personal fulfilment for employees and to take steps to help them achieve their objectives.

Organisations may create a healthier and more productive work environment by prioritising their employees’ well-being and appreciating them as entire individuals.