People who reported feeling trapped in 28% 41% Are you looking to change companies? goals also said that they don’t like working at and How 昀氀exible are your job goals their companies and are less likely to think when situations change in your work? they’re working on the right things. What’s 55% more, employees who don’t feel empowered 50% Very 昀氀exible. Goal-setting is agile and responsive to change. to update their goals as priorities change Somewhat 昀氀exible. Goals are hard — but not are also more likely to say they’re actively impossible — to change. looking for work. 17% Not at all 昀氀exible. Goals are set in stone. 9% Planning to Not planning to change jobs change jobs 10% 25% 21% 4% 11% 12% 16% The good news is that the appetite for goal- setting is high, as is the demand for 昀氀exibility and autonomy in setting work priorities. Sixty How often are you empowered to create percent of employees who don’t have a way to or adjust your job goals? update goals told us they wanted this ability. But regardless of how goal-setting functions at Never As situations your organization today — whether goals are change passed down, from the bottom up, or some Annually Weekly combination thereof — it’s essential that you work to ensure your employees understand Bi-annually Monthly how their work contributes to the overall Other (please objectives of the company, and that their goals Quarterly specify) are relevant to and re昀氀ective of their work. How Goal-Setting Drives Employee Engagement and Retention