It was developed by George T. Doran in the 1980s and remains relevant and effective. The method includes five criteria for correctly setting tasks: Specificity .. Instead of an abstract formulation (“conduct customer calls”), the goal should be formulated specifically, for example, “receive feedback on the results of meetings.” Measurable . The task should include quantitative indicators that will allow you to evaluate the result and provide a guideline for employees.
For example, “increase revenue to 10 million Afghanistan Email List rubles” or “hold 15 working meetings.” Goal setting: what it is, types, examples Read also Goal setting: what it is, types, examples More details Achievability . It is important that employees have the necessary resources to get things done and that the goal is achievable. If the task is unrealistic, it can reduce the team's motivation. Relevance .
The task must correspond to the overall goals of the company and be relevant. Those that do not correspond to overall goals have lost relevance and can destroy the workflow. Time limit . Clear time frames help to effectively distribute the workload, set priorities, and track the progress of the task. Frequently asked questions about goal setting What mistakes do managers make when assigning tasks to subordinates? Communication style and respect.