What is a primary benefit of involving employees in goal-setting?

Involving employees in goal-setting primarily promotes higher employee buy-in and clarity on expectations. When employees participate in the process, they feel a sense of ownership over their objectives, which can significantly enhance their commitment to achieving these goals. This participation ensures that employees understand the goals and how their role contributes to the larger organizational vision, leading to increased motivation and engagement.

By clearly defining expectations alongside employees, organizations also benefit from aligning individual goals with team and organizational objectives, creating a more cohesive work environment. This collaborative approach can foster a sense of accountability and clarity, which are crucial for effective performance management.

The other options do not align with the positive outcomes associated with collaborative goal-setting. For example, while some may assume that management might have an increased workload with this approach, the benefits of shared responsibility and better-aligned tasks often outweigh the challenges. Similarly, the need for performance appraisals remains vital, even with effective goal-setting, as appraisals help evaluate progress and provide feedback. Finally, less focus on organizational objectives contradicts the primary aim of involving employees in goal-setting, which is to ensure that individual goals are in concert with broader organizational aims.