Page 70 - Ideal Roadside Guide to Managment

12 THE POWER WORKBOOK FOR SETTING EMPLOYEE GOALS AND OKRs
The SMART philosophy holds that goals should be specific. Vague or general goals are ineffective and unclear. Specific goals make expectations clear to employees. A specific goal will answer the what, why, who, where, and which. It will:
• What you want to accomplish?
• What is the purpose or benefits of accomplishing the goal? • Who is involved?
• Where will it be accomplished?
• Are there any requirements or constraints?
How will you know if you’re making progress toward your goal? By making it measurable, of course! Tracking progress toward a goal helps employees stay on track, reach target dates, and appreciate successes. When setting a measurable goal, you can ask:
• How will we know when we’ve accomplished our goal? • Can we track the progress and measure the outcome? • What metric we will use to measure success?
• How much? How many?
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