Which goal type gives no influence to employees on the performance expectations?

Assigned goals represent a type of goal-setting approach where specific performance expectations are determined and communicated by management without seeking input or involvement from the employees themselves. In this process, managers outline clear targets that employees are expected to meet, thereby providing no opportunity for employees to influence or modify those expectations based on their own insights or capabilities.

This contrasts with the other goal types. Do-your-best goals encourage individuals to perform to the best of their abilities without imposing strict metrics, allowing for personal interpretation and effort. Managed by Objectives involves collaboration between managers and employees to define objectives, fostering a sense of ownership and commitment from the workforce. Participative goals take this a step further by actively involving employees in the goal-setting process, ensuring their insights and participation shape the expectations.

Thus, by its nature, assigned goals are strictly top-down, leaving no room for employee engagement in the determination of what is expected of them.