Managing and Motivating Remote Teams with Goal Setting

Accountabilities vs Outcomes

Principles of Goal Setting


  • Specific
  • Measurable
  • Attainable
  • Relevant
  • Time-bound





  • Balanced Include both positive and negative comments. I worked with someone many years ago who only gave positive feedback. We learned to ignore this because it became meaningless. Provide a mix of praise and constructive feedback.
  • Relevant Ensure the feedback is pertinent to what matters and what the employee has control over.
  • Specific Avoid general statements like ‘you’re always late with that report’. Is it true the report is always late? Instead, comment on a specific incident.
  • Tailored Provide feedback only to the individual who needs it. A common problem crops up when a manager says at a team meeting ‘I want to remind everybody, you need to do X, Y, and Z’ rather than discussing the issue with the employee who is not doing X, Y, and Z. The relevant person doesn’t realise the feedback is for them and ignores it. Meanwhile, everyone else thinks, ‘why is the manager involving us in this?’
  • Followed up Let people know you’ve noticed when they’ve acted on the feedback. When you give somebody feedback, you’re not just aiming to improve performance but also to develop your employee. So let them know when you see improvement.

Clear Goals

Listen in for more on goal setting



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Karen Kirton

Karen Kirton

Founder of Amplify HR — a consulting company in Australia that specialises in enabling businesses to find, grow and keep great people.