9 Reasons People Don’t Meet Their Goals

People claim to understand the importance of setting goals to improve their lives. But in fact, about 80% of them never set personal goals—especially true among people who are not involved in a business or entrepreneurial endeavor that promotes goal setting.

Even more surprisingly, of the 20% who do set goals, about 70% fail to achieve them. When you consider that many of these goal setters strive for easily attainable objectives, it’s a wonder that anyone accomplishes anything remarkable at all, in business or in life.

Before you rush out and set goals at random, you need to know the top nine reasons why people fail to achieve their business goals.

1) “THOSE GOALS ARE NOT MY GOALS.” Without a sense of ownership in what they’re working toward, employees are not likely to achieve goals. Rather than set goals for them, involve your staff in setting their own goals and developing a company vision where they each play a distinct role.

2) “I’VE GOT GOALS, BUT NO TIME TO GET THEM DONE.” Goal setting can become futile when someone expects their employees to achieve something they don’t have time to work on. Goal achievement should be the priority. Don’t let every urgent project get in the way, or you’ll find yourself empty handed at the end of the year.

3) THE GOALS ARE JUST THOUGHTS, WISHES AND ASPIRATIONS. Putting something in writing helps you see what you’re working toward. With information overload at an all-time high, setting goals within a specific time frame will go a long way in helping you make expectations a reality.

4) THE GOALS WERE NEVER REALISTIC IN THE FIRST PLACE. In an effort to go above and beyond, we sometimes set goals too high, which can discourage progress. Find a balance between the extremes.

5) MANAGEMENT HAS NOT EFFECTIVELY MONITORED PROGRESS. Lack of facilitation and direction from management leaves employees feeling like they’re on their own and that company leaders are disinterested. Get involved in the progress; send email inquiries or lead discussion groups to talk about it.

6) THE GOAL IS A WRONG FIT FOR THE CUSTOMER OR THE INDUSTRY. There’s an old adage about sheep ranchers and cattle ranchers not mixing company. If you assign a salesperson to a particular industry with which they cannot identify, consider reassigning for a period of time, or ask them what area suits their interest or prior experience.

7) MOTIVATION COMES FROM THE OUTSIDE. Even if external factors give someone a boost, the best motivation is internal. Help encourage honest discussion about what motivates each member of your team. Don’t guess—just ask.

8) INADEQUATE TRAINING. Developing a training program at the time of hire is critical to setting your staff up to succeed. Have other staff members assist in creating a specific, realistic plan: “By the end of day 1, we will have accomplished XYZ,” and so on. Do this daily, then weekly for four weeks. Ask the new hire to write a synopsis of what they have learned, by category or department, and in what areas they still feel inadequate.

9) INDIFFERENCE ABOUT ACHIEVING GOALS. Unfortunately, some people are just not happy where they are, even following reassignment. Have an honest conversation with this person. Ask them why they are or are not happy in their position. Be open to their feedback. Perhaps you, as a leader, can use it to make positive changes in your organization.

If you or your staff are not accomplishing your goals, or you’re not reaching them as easily or quickly as you anticipated, this checklist can help you discover where you might be coming up short.

Brandie Hinen is founder & CEO of Powerhouse Learning.