We’re kicking off a blog series to help make 2017 the best year yet. We spend 30% of our lives at work yet, many of us gain little more from it than a paycheck. But it’s possible to for employees to actually like their jobs and feel fulfilled by it (no, really!). If employees are in control of their careers and the direction they’re headed, it’s much more likely that their jobs won’t feel like a necessary evil and instead, it can be something that provides ongoing satisfaction and enjoyment.
This checklist will help employees get the most of their time at work and develop the skills that can turn their jobs into something meaningful and engaging.
2017 Employee Checklist
Any successful endeavor – whether it be personal or professional – stems from first defining an intended outcome, or setting a goal. Those goals come in all shapes and sizes, and can be short-term stepping stones or a long-term, mountain-sized aspiration.
So, what influences how we get from the start to the finish line? Stanford psychologist Carol Dweck spent years studying the correlation between our mindset and our success, and found people have one of two mindsets.
In a fixed mindset, people believe their basic qualities, like their intelligence or talent, are simply fixed traits.
In a growth mindset, people believe their most basic abilities can be developed through dedication and hard work—brains and talent are just the starting point.
Let’s apply these mindsets to the goal-setting process in a professional setting. Those with a fixed mindset will often set goals they know are attainable with their current skillset. They’ll likely achieve them, but each year they’ll really just set a different variation of the same goal.
Conversely, those with a growth mindset often set stretch goals, knowing that in order to achieve them, they’ll have to learn and perfect something new. They often gain much more in the process – namely, the skills and experience needed to earn a promotion, step into a management role or move into a new department.
Come 2017, employees might be asked to set goals for the new quarter or even year. They can challenge themselves to step outside their comfort zones. Here are some tips you can share with employees to help themstay in a growth mindset when setting goals:
- Set objectives for the job you’d like to have. If you perform at the expected level, you’re doing a satisfactory job. If you perform above it, you’re earning your way to a better role.
- If you have already identified what new skills you’d like to achieve, choose a goal that will allow you to do that. Take any opportunity you can to develop new skills.
- If at first you don’t succeed… it means you’re probably doing it right! Goals are meant to stretch us past our perceived limits and ultimately help us expand those boundaries. Take the lessons, good and bad, and learn from them.