Well-defined targets give your team clarity on what success looks like. This guide walks you through creating targets that are specific, measurable, and useful.
Creating a New Target
Writing Good Targets
The most useful targets are specific and measurable. Compare these examples:
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Vague: "Improve communication skills"
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Specific: "Lead the weekly stand-up independently for the next four weeks, gathering feedback from the team"
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Vague: "Be more productive"
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Specific: "Reduce average pull request review time from 48 hours to under 24 hours by end of quarter"
A good target answers three questions: What needs to be achieved? How will you know it has been achieved? When should it be achieved by?
Setting Realistic Due Dates
Due dates create accountability, but only if they are realistic. A target that is due in two days for a task that takes two weeks will immediately become overdue and lose its motivating effect.
Consider the scope of the work, competing priorities, and any dependencies when setting a due date. It is better to set a reasonable date and meet it than to set an ambitious date and miss it repeatedly.
Assigning to Team Members
Each target is assigned to a specific team member. This creates clear ownership and makes it easy to review all of a person's active goals in one place.
When assigning targets, discuss them with the team member first. Targets that are imposed without discussion are less likely to feel meaningful or motivating. A collaborative conversation about what the target involves and why it matters leads to stronger commitment.
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