Goal Setting and Employee Engagement: A California State Example!

"In 2006, Caltrans contracted with the Hay Group to conduct an employee survey. Key findings from the survey included:"

• “Upward communication was an area of opportunity"
• "Morale and motivation were low-scoring areas"
• "Employee empowerment and innovation was the lowest scoring category"

Background - The Department Manager wrote:  "As a manager of 145 Caltrans HR employees, I chose to test one apparent positive theme that emerged from the survey – that employees had a good understanding of goals and objectives of the work unit and division. My results differed markedly from the Hay Group survey findings. At a meeting of my entire staff, I conducted an informal survey about division goals and objectives and found that not a single employee was able to cite Caltrans’ Mission, Goals, and Values. Neither could anyone name a goal or objective of DHR or of OTS. Having been a member of the Caltrans DHR management team for several years, I knew that goals and objectives had been set for OTS – with no input from those who were responsible for producing the work to meet the objectives! Absent input on their goals or reminders of the relevance of their work with respect to the Department’s overall goals, it is no wonder that employees were unable to recall Caltrans’ or DHR’s goals."

In September 2007, Caltrans "set out to develop program objectives and activities, ensuring that employees were in engaged in the process and that the resulting objectives aligned with DHR’s objectives and goal."

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