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I think it’s important to put down measurable and tangible goals. I am pretty motivated in my career but to prove that I deserve a good raise / promotion, it’s easier when I can say, here were my goals and here are my stats. I’m a senior so some of my goals to get promoted have been doing 2-3 public speaking engagements, attending 2-3 board meetings, having X% realization on an engagement along with Y% utilization, attending networking events, and so on
Echoing that. It’s about being able to show your value based on agreed-upon expectations. If they rate you crap after exceeding goals that you and your leader agreed on, you’ve got a start on documentation that you were treated unfairly. And, yes, some people need that exercise. They aren’t all unmotivated losers — some people (most?) just work better if they understand expectations. Finally, firms that insist on goal setting processes get to say, “Look! We DEVELOP our employees!!"
Goal setting for me is one of the few times a year I know I’m going to sit down with my PML and discuss where I want my career to go, what engagements I want to be on, etc. I think it’s necessary so we will actually sit think about what we’re doing, instead of just going with the flow.