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{{a|design| | {{a|design|{{image|Knee-slide|jpg|Goal accomplished, yesterday.}}}}Why employee performance goals — sufficiently '''S'''pecific, '''M'''easurable, '''A'''ctionable, '''R'''ealistic and '''T'''ime-bound ones of course —aren’t such a good thing: | ||
*'''HR likes them''': This ought to be enough of a reason. But in more detail: | *'''HR likes them''': This ought to be enough of a reason. But in more detail: | ||
*'''They are a [[proxy]]''': Goals tend to be a [[proxy]] or a [[second-order derivative]] of an idealised state: “getting down to 70kg” rather than “becoming healthy, funny and physically appealing” — which is most likely what you really want. And, as with all Greek tragedies one can attain the proxy without achieving the end state it is intended to achieve — you starve yourself, you may attain 70 kg but have bad breath, a waxen complexion and liver disease. | *'''They are a [[proxy]]''': Goals tend to be a [[proxy]] or a [[second-order derivative]] of an idealised state: “getting down to 70kg” rather than “becoming healthy, funny and physically appealing” — which is most likely what you really want. And, as with all Greek tragedies one can attain the proxy without achieving the end state it is intended to achieve — you starve yourself, you may attain 70 kg but have bad breath, a waxen complexion and liver disease. | ||