In addition to feedback, goals have been shown to be most effective when linked to employee evaluations. The results of employee evaluations typically carry great weight when it comes to raises, bonuses and potential advancement. Linking these types of rewards to goal achievement also improves performance and increases employee commitment to goals (House, 1971). Incorporating deadlines into specific goals is also attributed to high levels of performance. The employee's motivation levels increase to achieve goals within set deadlines and receive positive feedback (Lunenburg, 2011). As organizations focus on employee satisfaction and motivation, goal setting will remain an important aspect of management practices. In today's economy, organizations are competing to attract top talent and ensuring employee satisfaction in their jobs is an important part of talent retention. Conclusion The effect of goal setting on employee performance is evident in the studies conducted by Locke and Latham (1990, 2002, 2007). Leaders need to develop closer mentorship with employees as they help them set and achieve their goals. This creates a more positive management environment than that of an authoritarian boss. Leaders who guide their employees toward ambitious and achievable goals will see better performance standards as well as a higher level of commitment to the organization. This in turn benefits employees, managers and