This is part 2 in our best practices series highlighting the five pillars of Goal ScienceTM thinking and how those attributes (connected, supported, adaptable, progress based and aspirational) are built into the BetterWorks goal management platform, and how they support all workers (millennials included.)
Hardly a day goes by without the media citing reasons companies should rethink their management approaches to support their newest hires—millennials.
What employers need to understand about millennial behavior in the workplace has been the subject of much debate in CBS Moneywatch, NPR, Fortune, and other publications. There’s an InfoGraphic describing millennial characteristics, and I even blogged about the best ways to manage me.
The consistent themes across these pieces are that millennials think, communicate, and collaborate in a highly social and connected fashion, and that they thrive working in open, meritocratic environments. Few companies know how to bring this to the workplace.
You’ve heard us talk about best practices around goal-setting and how critical the five Goal Science pillars—connected, supported, progress-based, adaptable and aspirational—are in driving organizational alignment, employee engagement and operational excellence. What organizations need now is a solution that incorporates the attributes of these key pillars in software.
That’s where our platform shines. Capabilities in the BetterWorks goal management solution give organizations an edge by supporting employees as they set, track and manage business goals. And BetterWorks features meet the needs of both traditional employees and millennials by ensuring work is being done out in the open. When work happens in the open, a two-way social contract is formed between employees. Workers are held accountable for their goals, and their teammates are responsible for supporting them when needed.
Here are social ways the BetterWorks solution lets employees feel supported by one another at work:
- Employees share and follow goals (everyone can see everyone else’s goals).
- Employees can comment on others’ goals.
- Employees can nudge peers to encourage progress, and cheer one another’s success when a goal is accomplished.
In its first quarter using the BetterWorks platform, a midwestern-based healthcare provider reported more than a thousand cheers from its community of several hundred employees. Managers said cheering and nudging are among the features they like most.
For managers, BetterWorks also includes powerful capabilities that provide plenty of opportunities for real-time feedback and conversation—another critical way to support employees. For example, when a manager sees a sales team member struggling to close a deal, the manager might provide a comment with ideas about ways executives can help push deals over the finish line.
Positive psychology is an umbrella term for the study of positive emotions, positive character traits, and enabling institutions. At work, having a supportive community of co-workers alongside you increases goal progress.
Because everyone (not just millennials) wants to lead meaningful and fulfilling lives, to cultivate what is best within themselves, and to enhance their experiences, BetterWorks includes connected capabilities that foster support through communication and collaboration for all employees.
Note – This is part 2 in our series highlighting how the attributes of the five Goal Science pillars are built into the BetterWorks platform. Stay tuned to learn how BetterWorks furthers progress-based goal setting at work.