Goal setting uses a notion that individuals have a drive to reach a clearly defined end state, that is often a reward in itself. Its efficiency is affected by three features; proximity, difficulty and specificity. For an ideal goal, the initiation of action and achievement is close in time. This will increase execution focus. For the same reason, often annual targets are divided into monthly or quarterly steps so that individuals would refresh their focus and drive. A goal should be moderate, not too hard or too easy to complete. In both cases, most people are not optimally motivated. As many want a challenge - which assumes some kind of fear of failure – and, at the same, they need to feel that there is a substantial probability that they will succeed if they give it their best! Specificity concerns the description of the goal, that the goal should be objectively defined and understood by the individual.

Onboarding — easing new hire into their jobs as quickly and efficiently as possible — is a technique that a growing number of businesses are adopting. But while onboarding programs are becoming increasingly popular, it's also true that many businesses fail to exploit the process to its full potential. That's a shame, because a little time and energy spent helping a worker at the beginning of his or her employment can pay big benefits in terms of job performance and loyalty for many years to come.