I’ve started using self-coined terms. What does it mean to have people-y goals? And why should they be championed instead of function-y goals? I’m proud to say I’ve thought about this prior to joining Google for a summer - so this post is entirely utterly and completely unbiased. 

Function goals. These are the goals that encompass the function of a group - which might include achieving some sort of set objective like a certain deadline, a projected output, a said deliverable. So… get this brief in by when, get this many reports written by when, etc. 

People goals. Goals focused around the people that compose a group. I.E. help individuals in group learn blah, ensure blah’s time is being spent on something he feels is worthwhile, make sure everyone is content, etc. 

Here’s where i should say this post should really not make the use of the word ‘instead’. Of course in most cases a group’s existence is based solely off the function and the deliverables. probably all.. actually. Anyways. My point here is that I think a lot of the people goals are critical to achieving and thus equally or more important than function goals. 

For example… how do you make sure everything gets done on time with good quality if everyone hates their work? Your job is ten times as hard getting good work out of unmotivated people than it is getting people who love their work and then do it wonderfully to submit their stuff on time. 

The big question is how. and that i’m still trying to figure out.

For now though - I definitely have more people goals that I do function goals. I’ll let you know how it works out.