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Specific and Measurable - trying to "do your best" or "do better" is like trying to eat the hole in a donut. There's nothing there to chew on or digest. You need to define some very specific, concrete, and measurable action-steps that tell you what your goal looks like in real-life terms. Include how you will measure your results so you can tell whether you are getting anywhere.
Defined time period -goals should specify the time period over which they will be achieved. Goals need to come with deadlines, due dates, and payoff schedules.
Cover key results areas – goals cannot be set for every aspect of employee behavior or organizational performance. Instead, managers should identify a few key result areas, perhaps up to four or five for any organizational department or job.
Challenging but realistic - Your goals should be realistic and suited to your present capabilities. When goals are unrealistic they set employees for failure and decrease employee performance.
Linked to rewards – the achievement of goals depends on the extent to which employees are rewarded with salary increases, promotions, and awards. People who attain goals should be rewarded.
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| Compare and contrast the three levels of strategy in an organization. | | | List and define the four major activities that must occur in order for management by objectives (MBO) to succeed. |