Goal-setting is a proven plus for engaging employees in their work, their job, their department, and their company. So the more we can strengthen the goal-setting process the more we can strengthen the engagement that results.

When one feels ownership of her goals, she more readily seeks to fulfill them. A challenge taken on for oneself, by oneself has much more meaning than an assigned challenge.

And an individual feels the owner of his goals when he participates in setting them. Goals doled out on a this-is-your-job-so-these-are-your-goals basis invariably have less meaning to the employee.

You can multipurpose your goal-setting efforts and thus achieve broader benefits if you:

• Have employee understand and identify w/ company and department goals . This means clearly communicating the big picture.

• Have employee recognize how her function connects to company strategy/purpose. This means discussing often the individual's contribution and value to the organization.

• Have employee experience personal commitment to the goal. This means inviting the employee's participation in what the goal includes and how it is stated.

The art and science of goal-setting is key to successful management. How  well a manager works with employees in setting goals determines how well they -- the goals, the employee, and the manager -- contribute to individual performance and to company success.