ABSTRACT
The common injunction to 'do your best' is virtually useless in motivating people. Goals must be specific, clearly stated and clearly measurable. Goals in any endeavour must be specific and few in number. Build tests into each goal to measure the progress made. Goals with these characteristics provide a source of feedback, accountability and evaluation. Well-stated, measurable objectives are invaluable in motivating people and improving their performance. A time element is crucial to commitments. Ask and agree on a time for completion. Without commitment to make them succeed, the best-laid goals are often doomed to failure. Many management experts suggest that each goal and its instrument of evaluation should be written out on paper. Each goal and its evaluation measures should take no more than 250 words, or one side of one piece of paper. Place the accountability where it belongs. Train yourself and your subordinates to review these written goals on a regular basis.
