In my most recent blog posts, I have focused on the topic of goals and social intranet adoption, in general and for managers. Including a social dimension in personal goals is the key to adoption by the bulk of employees, the late adopters.
Why? Because for many, personal goals are the definition of what they are paid to do, Goals = Work. As long as goals have no social dimension, nothing about knowledge sharing, nothing about collaboration, about creation of intellectual capital, why would you do it. It’s not your job!
But, as I have pointed out before, using the social intranet doesn’t produce benefits that are easy to measure and attribute to actions by individuals, that are sure to benefit your own organizational unit or that can be predicted to occur within a specific time frame – the type of goals we have all been trained to set. These types of goals are rather production oriented, don’t you think? But working out loud, developing intellectual capital or sharing it generously are not about production. It is rather an investment. Something that may pay off, some day and maybe not for your unit.
So, the key to including social aspects into goal setting is to supplement the traditional goals:
You are supposed to produce for your unit for this quarter AND to invest in shared knowledge, relations and transparency for the benefit of the entire organization, some day.