How does accomplishment feel

You know the ones. Hint: Scroll to the bottom of this post for a free checklist! Are you enjoying this post? Click the button below to get it instantly. I want the FREE checklist. My name is Melyssa Griffin. Around these parts, I share my best business secrets, as well as help you cultivate a life of true freedom, purpose, and fun. Listening to these podcast episodes are the highlight of my day. So so thankful for it! Gruman advises not to focus solely on performance goals those tasks that you can check off the list , but to consider learning goals as well.

You already have a task waiting for you that you know will be easy to check off. Seek feedback from your boss, coworkers, or clients. If you had to take a day off to care for a sick child, for example, reorganize your goals for the week and move things to the next week. Practice self-compassion and realize that you can modify your goals.

AWS Deloitte Genpact. Events Innovation Festival. Follow us:. Those in front-facing roles, for example, are more likely to receive direct praise for their work, whereas those in finance or managerial roles might not receive as much direct praise.

Without that crucial sense of recognition for your work, it can be easy to feel demoralised and disengaged with your work.

And when they can do something well, not only is the productivity of your whole team enhanced, but their personal sense of accomplishment is heightened - and it gives you the opportunity to give them positive feedback and praise. Most people will soon get bored with repetitive tasks, and that can lead to a dissatisfied workforce, a decrease in productivity and low morale.

Setting achievable targets is about knowing your employees and their capabilities, and giving them tasks that challenge them enough to let them grow, but without overwhelming them with unmanageable tasks. A more encouraging and productive way of managing big projects is to break them up into smaller, more achievable goals. This way, you can iron out any problems you might encounter along the way and can manage your team effectively without being overbearing. Another added bonus of breaking up tasks into more manageable goals is that it gives an opportunity for more positive reinforcement and praise - and therefore more sense of accomplishment for your employees - along the way.

What you can positively control, though, is how you respond to it. Sit down with your team and talk about what could have been better, and what could be improved upon in the future. Get their feedback as well as giving your own - how could your leadership have better? How could you have supported your team more fully to prevent these issues in the first place? Being understanding and focusing on improvement rather than criticism, will create a culture of feedback in your workplace where colleagues feel comfortable sharing, asking for and receiving analysis of their performance.

As a side note - if you find yourself struggling to keep up with getting regular feedback from your employees, consider using a pulse survey tool.